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"Tujuan penelitian ini adalah menguji hubungan antara pemberdayaan psikologis, pelanggaran kontrak psikologis, dan perilaku inovasi. Sampel penelitian ini terdiri dari 224 karyawan kementerian dengan pendidikan terakhir diploma 4 dan menduduki posisi staff. Korelasi berganda digunakan untuk menguji hipotesis penelitian. Hasil penelitian menunjukkan bahwa self determination dan impact memiliki hubungan dengan perilaku inovasi sedangkan competence dan meaning tidak memiliki hubungan dengan perilaku inovasi. Penelitian ini juga menunjukkan bahwa peningkatan pelanggaran kontrak psikologis berhubungan dengan penurunan perilaku inovasi. Penelitian ini memperluas pemahaman konseptual dengan meneliti mekanisme hubungan melalui analisis dimensi pemberdayaan psikologis. Penelitian ini juga memperkuat dukungan bahwa pelanggaran kontrak psikologis berhubungan negatif dengan perilaku inovasi. ......The objective of this research is to examine the relationships between psychological empowerment, psychological contract breaches, and innovative behavior. The sample of this research consist of 224 ministry employees, with minimal education diploma 4 and staff position . Multiple correlation analysis was used to test the research hypotheses. Results show that self determination and impact have relationship with innovative behavior whereas competence and meaning do not. This research also reveal that increasing perceptions of psychological contract breaches were associated with the decrease in innovative behavior. This research broadens the conceptual understanding by exploring the mechanisms of relationship through dimensional analysis of psychological empowerment. In addition, the result proposed support that perceived contract breach has negative relationship with employees? innovative behavior."

"This research conducted to prove that emotional intelligence could minimize the negative effect of resistance to change to innovative behavior...."

"Kuantitas dan kualitas perilaku inovatif engineer dan analyst dalam kompetisi inovasi di PT ABC belum optimal. Oleh karena itu, penelitian ini dilakukan untuk melihat pengaruh self efficacy terhadap perilaku inovatif pada engineer dan analyst PT ABC, dengan menggunakan alat ukur New General Self Efficacy (Chen, Gully, & Eden, 2001) dan Innovative Work Behavior Scale (Janssen, 2000). Responden penelitian ini berjumlah 70 engineer dan analyst dari empat direktorat core business. Hasil uji regresi menunjukkan self efficacy terbukti signifikan mempengaruhi perilaku inovatif (R2= 0.45*, p<0.05). Artinya, peningkatan self efficacy dapat mendorong peningkatan perilaku inovatif. Intervensi dilakukan melalui pelatihan self-efficacy. Uji perbedaan sebelum dan sesudah pelatihan menunjukkan peningkatan yang signifikan pada self-efficacy dan perilaku inovatif pada engineer dan analyst. Dengan demikian, disarankan pelatihan self-efficacy diberikan kepada engineer dan analyst yang memiliki selfefficacy yang rendah dan belum mengikuti pelatihan.......Quantity and quality aspects of the innovative behavior in engineer and analyst during the innovation competition which was held by the PT ABC, was not optimal. Therefore, this study aims to determine the effect of self-efficacy on the innovative behavior in engineer and analyst of PT ABC, which used the instrument tools are New General Self-Efficacy (Chen, Gully, & Eden, 2001) and Innovative Work Behavior Scale (Janssen, 2000). The participants of this study are 70 engineers and analysts at the four of main directorates PT ABC. Result of regression analysis indicated that there is a significant effect of self-efficacy on innovative behavior of engineer and analyst at PT ABC (R2 = 0,45, p <0.05). Those results showed that the enhancement of self efficacy will increase employee’s innovative behavior. Then, researcher conducted the intervention by self-efficacy training. Result of the comparison test before and after intervention indicated that there are significant enhancement of self-efficacy and innovative behavior in engineer and analyst after the intervention. Therefore, implication of this study is self efficacy training can be conducted by the company for others engineer and analyst which low self-efficacy and haven’t yet get the training."

"Penelitian ini bertujuan untuk mengetahui hubungan antara memori organisasi dan perilaku inovatif di tempat kerja. Sampel diambil dari 100 karyawan dari berbagai level dan jabatan di perusahaan yang bergerak di bidang produksi dan pemasaran alat-alat elektronik berbasis tenaga surya. Skala Memori Organisasi (α=0,75) digunakan untuk mengukur memori organisasi, sedangkan Skala Perilaku Inovatif (α=0,80) digunakan untuk mengukur perilaku inovatif di tempat kerja. Analisa korelasi menunjukkan bahwa terdapat korelasi yang positif dan signifikan antara memori organisasi dan perilaku inovatif di tempat kerja(r=0,35; p<0,01). Namun, dari analisis regresi tingkat berganda diketahui bahwa ketika memori organisasi, tipe kerja, dan level pendidikan dianalisis bersama, maka hanya level pendidikan yang menjadi prediktor yang bermakna pada perilaku inovatif di tempat kerja. Ketika digabungkan, memori organisasi, tipe kerja, dan level pendidikan dapat menjelaskan 19% dari variasi perilaku inovatif. Naskah ini mendiskusikan alasan teoritis dan metodologis yang menyebabkan hasil tersebut dan kemungkinan pengembangan riset di kemudian hari.

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This study aims to determine the relationship between organizational memory and innovative work behavior. The study was conducted on 100 employees from various levels and positions in a company that produce and trade electronic solar equipment. To measure the organizational memory, we used Organizational Memory Scale developed by Dunhamm (2010) with α=0.75. Then, to measure innovative work behavior, we used Innovative Work Behavior Scale from Janssen (2000) with α=0.80. The results show that there is positive and significant correlation between organizational memory and innovative workbehavior (r=0.35; p<0.01). Hierarchical-regression analysis shows that (1) altogether education level, job type and organizational memory influences 19% of variance in innovative behavior; (2) when these variables are analysed together, only education level shows significant impact on innovative behavior. We discuss theoretical and methodological reasons for these results and offer future direction for research."

"Skripsi ini membahas hubungan employee engagement dengan innovative behavior karyawan Bank BRIsyariah di daerah DKI Jakarta, Jawa Barat, dan Banten. Tujuan dari penelitian ini adalah menganalisis hubungan employee engagement dengan innovative behavior karyawan. Pendekatan penelitian yang digunakan adalah pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner secara online. Sampel dalam penelitian ini adalah karyawan Bank BRIsyariah di daerah DKI Jakarta, Jawa Barat, dan Banten berjumlah 98 orang yang terdiri atas berbagai bidang tanggung jawab dan berasal dari berbagai lokasi di provinsi DKI Jakarta, Jawa Barat, dan Banten. Penelitian menggunakan beberapa teknik analisis data yaitu uji reliabilitas dan validitas kuesioner, analisis deskriptif dan uji koefisien korelasi antar variabel. Hasil penelitian menunjukkan adanya hubungan yang positif dan signifikan di antara employee engagement dengan innovative behavior. Penelitian ini merekomendasikan agar perusahaan-perusahaan untuk lebih memerhatikan tingkat employee engagement perusahaan karena memiliki korelasi yang positif terhadap innovative behavior karyawan sehingga pada akhirnya dapat meningkatkan potensi inovasi perusahaan.......This thesis focuses on the relationship between employee engagement and innovative behavior of Bank BRIsyariah employees in provinces of DKI Jakarta, West Java and Banten. The purpose of this study was to examine the relationship between employee engagement and innovative behavior. This study used a quantitative research approach with data collection techniques through online questionnaire. The sample in this study were employees of Bank BRIsyariah in DKI Jakarta, West Java and Banten, totaling 98 people consisting of various areas of responsibility from various locations within provinces of DKI Jakarta, West Java, and Banten. This study used several data analysis techniques, namely the reliability and validity of the questionnaire, descriptive analysis and the coefficient of correlation test between variables. The results showed a positive and significant relationship between employee engagement and innovative behavior. This study recommends that companies pay more attention to the level of their employee engagement because it has a positive relationship with innovative behavior of the employees, which in turn can increase the company’s innovation potential."