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"Innovative work behavior penting untuk dimiliki oleh para pekerja, di mana hal ini dapat dipengaruhi oleh berbagai faktor, diantaranya melalui penerapa gaya kepemimpinan empowering leadership yang memberikan tanggung jawab kepada pekerja melalui serangkaian tindakan manajemen untuk meningkatkan hasil kerja positif, ataupun dengan employe curiosity yang dimiliki oleh pekerja untuk mencari lebih dalam informasi baru, pengalaman yang relevan dan menjelajah peluang baru untuk dirinya. Perusahaan perlu untuk memperhatikan bagaimana Innovative work behavior yang dimiliki oleh pekerja agar tujuan perusahaan ataupun individu tetap tercapai. Penelitian ini bertujuan untuk menganalisis pengaruh empowering leadership dan employe curiosity terhadap Innovative work behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan kuesioner untuk diolah lebih lanjut. Penelitian ini menggunakan teknik purposive sampling, dimana kuesioner disebar kepada 369 pekerja industri kreatif sektor kuliner di DKI Jakarta. Analisis data pada penelitian ini menggunakan analisis regresi linier berganda dengan pengolahan data menggunakan software IBM SPSS Statistics 22. Hasil dari penelitian ini menunjukkan bahwa empowering leadership dan employe curiosity memiliki pengaruh yang positif dan signifikan terhadap Innovative work behavior.

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This research explores the pivotal role of innovative work behavior (IWB) in the realm of employee performance, emphasizing the influence of empowering leadership and employee curiosity. Empowering leadership, characterized by the delegation of responsibilities to employees through strategic management actions, and employee curiosity, driven by a proactive quest for new information and opportunities, are examined as critical determinants of IWB. Utilizing a quantitative approach, 369 employees from the creative industry, specifically the culinary sector in DKI Jakarta, participated in the study through purposive sampling. Data analysis, conducted via multiple linear regression using IBM SPSS Statistics 22, reveals compelling and statistically significant positive effects of both empowering leadership and employee curiosity on IWB. These findings underscore the importance of fostering empowering leadership styles and cultivating employee curiosity to enhance innovative work behavior, thereby contributing to organizational success and individual growth."

"Employer attractiveness berarti daya tarik tempat pemberi kerja yang mana menjadi salah satu kekuatan agar tempat kerja tersebut dapat bersaing di tengah talent war utamanya di era pasca pandemi. Penelitian ini membahas mengenai analisis studi komparatif dari employer attractiveness dari tech startup, Badan Usaha Milik Negara (BUMN), dan instansi pemerintah pusat sebagai tiga jenis perusahaan yang telah mengalami transformasi hingga kini di era pasca pandemi. Pendekatan yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan pengambilan data menggunakan kuesioner. Pengambilan sampel menggunakan metode quota sampling atas dua kelompok sampel yang terkumpul 136 responden mahasiswa Universitas Indonesia dan 131 responden mahasiswa Universitas Bina Nusantara. Analisis data dalam penelitian ini meliputi analisis statistik deskriptif, uji Kruskal-Wallis, dan uji Mann-Whitney. Data penelitian diolah menggunakan menggunakan software IBM SPSS Statistics 22. Hasil dari penelitian ini menunjukkan bahwa terdapat perbedaan tingkat employer attractiveness atas ketiga objek penelitian dengan yang tertinggi hingga terendah adalah tech startup, BUMN, dan instansi pemerintahan pusat. Hasil perbandingan menunjukkan bahwa terdapat perbedaan tingkat employer attractiveness pada ketiga objek penelitian. Selain itu, perbandingan employer attractiveness tiap objek penelitian pada dua kelompok responden menunjukkan bahwa terdapat perbedaan yang tidak signifikan pada employer attractiveness tech startup dan terdapat perbedaan signifikan pada employer attractiveness BUMN dan employer attractiveness instansi pemerintahan pusat.

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Employer attractiveness means the attractiveness of the place of employment which is one of the strengths so that the workplace can compete in the midst of talent wars, especially in the post-pandemic era. This research discusses a comparative study analysis of the employer attractiveness of tech startups, State-Owned Enterprises (BUMN), and central government agencies as three types of companies that have undergone transformation until now in the post-pandemic era. The approach used in this research is quantitative research with data collection using a questionnaire. Sampling using the quota sampling method for two sample groups collected 136 respondents of University of Indonesia students and 131 respondents of Bina Nusantara University students. Data analysis in this study includes descriptive statistical analysis, Kruskal-Wallis test, and Mann-Whitney test. The results of this study indicate that there are differences in the level of employer attractiveness of the three research objects with the highest to the lowest being tech startups, BUMN, and central government agencies. The research data was processed using IBM SPSS Statistics 22 software. The comparison results show that there are differences in the level of employer attractiveness in the three research objects. In addition, the comparison of employer attractiveness of each research object in two groups of respondents shows that there is an insignificant difference in the employer attractiveness of tech startups and there is a significant difference in the employer attractiveness of SOEs and the employer attractiveness of central government agencies."

"Penelitian ini didasari oleh pentingnya Assessment Center untuk pengembangan karir dan penilaian kinerja pada jabatan Kapolsek di Polda Papua Barat. Salah satu program utama Kapolri adalah reformasi internal yang salah satunya adalah pelaksanaan Assessment Center. Oleh karena itu, tujuan dari penelitian ini adalah untuk menjelaskan karakteristik penerapan Assessment Center Polri, pemanfaatan, dan faktor-faktor yang mempengaruhi pemanfaatannya. Teori yang digunakan untuk mengkaji permasalahan tersebut antara lain adalah Karakteristik Assessment Center, Proses Rekrutmen, dan Faktor-Faktor yang Mempengaruhi penerapan Assessment Center. Penelitian ini menggunakan pendekatan post-positivisme dan metode kualitatif dengan deskriptif analitis. Penelitian difokuskan pada penerapan Assessment Center untuk proses mutasi jabatan Kapolsek di Polda Papua Barat, yang dikumpulkan melalui teknik wawancara dan studi dokumen. Data penelitian kemudian dievaluasi dengan menggunakan metode triangulasi data. Berdasarkan temuan penelitian, beberapa aspek dalam pelaksanaan Assessment Center masih belum maksimal. Dalam penggunaan hasil assessment center Polri, seleksi calon masih belum berdasarkan ranking, hasil penilaian masih dalam bentuk kualitatif dan bukan angka kuantitatif, serta belum dilakukan pemeriksaan akhir. Kemudian terdapat unsur-unsur yang berdampak pada aspek administrasi, politik, budaya, dan teknis dalam pelaksanaannya. Adapun beberapa saran untuk perbaikan tersebut antara lain memasukkan materi operasional dalam tes situasi, menunjuk asesor sebagai role-player dalam kegiatan asesmen, menjadikan hasil asesmen sebagai syarat mutlak dalam penempatan jabatan, membuat aturan yang berbasis faktor budaya, dan menetapkan jabatan asesor sebagai jabatan fungsional di lingkungan Polda Papua Barat.

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This research is based on the importance of Assessment Centre for career development and performance appraisal in the position of Chief of Police at Polda Papua Barat. One of the Kapolri's main programmes is internal reform, one of which is the implementation of the Assessment Centre. Therefore, the purpose of this study is to explain the characteristics of Polri's Assessment Center implementation, utilisation, and factors that influence its utilisation. The theories used to examine these issues include the characteristics of the Assessment Centre, the Recruitment Process, and the Factors Affecting the Implementation of the Assessment Centre. This research uses a postpositivism approach and a qualitative method with descriptive analytics. The research focused on the application of the Assessment Center for the transfer process of the Chief of Police position at Polda Papua Barat, which was collected through interview techniques and document studies. The research data was then evaluated using the data triangulation method. Based on the research findings, some aspects of the Assessment Centre implementation are still not optimal. In the use of the results of the Polri assessment centre, the selection of candidates is still not based on ranking, the assessment results are still in qualitative form and not quantitative numbers, and the final examination has not been carried out. Then there are elements that have an impact on administrative, political, cultural, and technological aspects in its implementation. Some suggestions for improvement include including operational material in the situation test, appointing assessors as role-players in assessment activities, making assessment results an absolute requirement in job placement, making rules based on cultural factors, and establishing the position of assessor as a functional position within the West Papua Police."

"Industri Jasa Keuangan merupakan sektor yang sangat strategis, sehingga harus dapat cepat beradaptasi untuk menghadapi persaingan ekonomi yang dinamis dan situasi global yang cepat berubah. Otoritas Jasa Keuangan disingkat OJK adalah Lembaga Independen yang bertugas untuk membantu pemerintah dalam mengatur, mengawasi dan melindungi masyarakat serta Industri Jasa Keuangan untuk mewujudkan Indonesia yang maju dimasa depan. Ekspektasi pemangku kepentingan terhadap OJK yang semakin tinggi dalam melakukan pelaksanaan tugas pengawasan, pembuatan kebijakan, sehingga guna menghadapi tantangan dimasa depan OJK perlu memperhatikan kompetensi Sumber Daya Manusia di organisasinya agar dapat menjadi unggul yaitu berperilaku inovatif dimana pegawai dapat berani menyampaikan ide/gagasan dengan melakukan pengujian dan risiko yang terukur serta mampu berupaya mengimplementasikannya ketika menghadapi permasalahan pada pelaksanaan tugas. Pentingnya innovative work behavior pada pegawai OJK saat ini diperlukan guna mendukung berkembangnya sektor jasa keuangan yang sehat di Indonesia, mewujudkan citra OJK yang positif, dan keberlangsungan organisasi dimasa yang akan datang. Melalui beberapa studi literatur yang sudah di dalami, faktor yang dianggap berpengaruh terhadap Innovative work behavior di organisasi yaitu antara lain Kepemimpinan Transformasional, Budaya Organisasi, dan Psychological Safety. Penelitian ini dilakukan melalui metode kuantitatif dengan survei kepada pegawai di Otoritas Jasa Keuangan. Responden adalah Pegawai tetap level Jabatan Staf, Pegawai Tata Usaha dan Pegawai Dasar di OJK. Data diolah menggunakan metode Structural Equation Modelling (SEM) dengan program SmartPLS versi 4.0. Innovative work behavior diukur dengan menggunakan instrumen dari De Jong Hartog (2010), Kepemimpinan Transformasional menggunakan alat ukur Bass, Bernard M. dkk (2006) dan Budaya Organisasi di OJK yaitu INPRESIVE. Sedangkan Psychological Safety diukur menggunakan teori Edmondson A. (1999). Hasil dari penelitian ini menunjukkan bahwa Kepemimpinan Transformasional, Budaya Organisasi, memiliki pengaruh secara langsung positif dan signifikan dan Psychological Safety sebagai mediator terhadap innovative work behavior di Otoritas Jasa Keuangan.

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The Financial Services Industry is a very strategic sector, so it must be able to adapt quickly to face dynamic economic competition and rapidly changing global situations. The Financial Services Authority, abbreviated as OJK, is an Independent Institution tasked with assisting the government in regulating, supervising and protecting the public and the Financial Services Industry to realize an advanced Indonesia in the future. Stakeholder expectations of OJK are increasingly high in carrying out supervisory duties, policy making, so that in order to face future challenges, OJK needs to pay attention to the competence of Human Resources in its organization so that it can excel, namely behaving innovatively where employees can dare to convey ideas/concepts by conducting measurable tests and risks and are able to try to implement them when facing problems in carrying out tasks. The importance of innovative work behavior in OJK employees is currently needed to support the development of a healthy financial services sector in Indonesia, realize a positive image of OJK, and the sustainability of the organization in the future. Through several literature studies that have been studied, the factors that are considered to influence Innovative work behavior in the organization include Transformational Leadership, Organizational Culture, and Psychological Safety. This research was conducted using a quantitative method with a survey of employees at the Financial Services Authority. Respondents are permanent employees at the Staff Position level, Administrative Employees and Basic Employees at OJK. Data are processed using the Structural Equation Modeling (SEM) method with the SmartPLS version 4.0 program. Innovative work behavior is measured using the instrument from De Jong Hartog (2010), Transformational Leadership using the Bass, Bernard M. et al. (2006) measuring instrument and Organizational Culture at OJK, namely INPRESIVE. While Psychological Safety is measured using the theory of Edmondson A. (1999). The results of this study indicate that Transformational Leadership, Organizational Culture, have a direct positive and significant influence and Psychological Safety as a mediator on innovative work behavior at the Financial Services Authority."

"Satuan Kapal Eskorta Koarmada I saat ini diawaki oleh prajurit TNI Angkatan Laut yang sebagian besar merupakan generasi Z. Dapat dikatakan prajurit generasi Z menjadi tulang punggung Satkor Koarmada I sehingga dituntut memiliki kinerja yang baik, namun kenyataannya sebagian besar hasil penilaian kinerja prajurit generasi Z saat ini berada pada kategori cukup, dan hanya sebagian kecil yang memiliki nilai kinerja baik. Generasi Z diketahui memiliki karakteristik yang unik dan berbeda jika dibandingkan dengan generasi-generasi sebelumnya, sehingga diperlukan pola kepemimpinan yang tepat agar dapat memotivasi mereka menghasilkan kinerja yang optimal. Penelitian ini bertujuan untuk menganalisis pengaruh empowering leadership dan lingkungan kerja terhadap kinerja prajurit generasi Z di Satkor Koarmada I yang dimoderasi oleh komunikasi internal. Paradigma dalam penelitian ini adalah positivis, dengan jenis penelitian eksplanatif. Teknik pengambilan data menggunakan survei kuesioner, dan sampel penelitian ini melibatkan prajurit generasi Z yang berdinas di Satkor Koarmada I berjumlah 273 orang. Metode analisis yang digunakan adalah SEM PLS dengan pengolahan data menggunakan aplikasi SmartPLS versi 4.0. Berdasarkan hasil penelitian dan pembahasan yang telah dilaksanakan, dapat ditarik kesimpulan bahwa: Empowering Leadership berpengaruh secara signifikan terhadap kinerja prajurit generasi Z, lingkungan kerja (work environment) berpengaruh secara signifikan terhadap kinerja prajurit generasi Z, Komunikasi internal berpengaruh secara signifikan terhadap terhadap kinerja prajurit generasi Z, Komunikasi internal memoderasi positif pengaruh empowering leadership terhadap kinerja prajurit generasi Z, dan Komunikasi internal memoderasi positif pengaruh lingkungan kerja terhadap kinerja prajurit generasi Z di Satkor Koarmada I.

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The Escorta Squadron of 1st Fleet Command is currently manned by Indonesian Navy soldiers, most of whom are Generation Z. Nowadays Generation Z soldiers are the backbone of the 1st Fleet Escorta Squadron, so they are required to have good performance, but in reality, most of the results of the performance assessment of Generation Z soldiers are currently in the sufficient category. Only a tiny percentage have good performance scores. Generation Z is known to have unique and different characteristics compared to previous generations, so the correct leadership pattern is needed to motivate them to achieve optimal performance. This research aims to analyze the influence of empowering leadership and the work environment on the work performance of Generation Z soldiers in the 1st Fleet Escorta Squadron, moderated by internal communication. The paradigm in this research is positivist, with an explanatory type of research. The data collection technique used was a questionnaire survey, and the research sample involved 273 Generation Z soldiers serving in 1st Fleet Escorta Squadron. The analysis method used is SEM PLS, with data processing using the SmartPLS application version 4.0. Based on the results of research and discussions that have been carried out, it can be concluded that Empowering Leadership has a significant effect on the performance of Generation Z soldiers, The work environment has a substantial effect on the performance of Generation Z soldiers, Internal communication has a significant impact on the performance of Generation Z soldiers, Internal communication positively moderates the influence of empowering leadership on the performance of Generation Z soldiers, and Internal communication positively moderates the impact of the work environment on the performance of Generation Z soldiers in 1st Fleet Escorta Squadron."

"Providing environmentally friendly, cheap, and safe energy for citizens by considering the national energy use mix by considering the state's financial ability to provide subsidies is a policy that must be carried out by the Government. Starting in 2009, the Government continued to take initiatives to address this issue by continuing the existing policy of building a City Gas Network. This policy is included in one of the National Strategic Projects through Presidential Regulation No. 18 of 2020 where it is also stated in the Medium-Term Development Plan (RJPMN) which targets the construction of 4.7 million household connections by the end of 2024, but in fact until 2022 only around 871,000 connections have been realised. This research analyses the evaluation of the City Gas/Jargas Development policy through CIPP (Context, Input, Process & Product) method. This research uses a postpositivism approach with qualitative data collection techniques through descriptive qualitative analysis. From the research results, it was found that there are still things that need to be improved to ensure that this policy can better achieve the expected targets, both in terms of planning in evaluating the context dimension and in the policy implementation stage which involves many parties in it related to the process dimension. In the input dimension, the process of reallocating funding, revising several government regulations as well as reviewing the commercial governance of energy supply for the community needs to be carried out to ensure the acceleration of Jargas development. From the product dimension, several initiatives are also needed to attract the interest of the community and investors to switch from the use of LPG to City Gas Network.

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Providing environmentally friendly, cheap, and safe energy for citizens by considering the national energy use mix by considering the state's financial ability to provide subsidies is a policy that must be carried out by the Government. Starting in 2009, the Government continued to take initiatives to address this issue by continuing the existing policy of building a City Gas Network. This policy is included in one of the National Strategic Projects through Presidential Regulation No. 18 of 2020 where it is also stated in the Medium-Term Development Plan (RJPMN) which targets the construction of 4.7 million household connections by the end of 2024, but in fact until 2022 only around 871,000 connections have been realised. This research analyses the evaluation of the City Gas/Jargas Development policy through CIPP (Context, Input, Process & Product) method. This research uses a postpositivism approach with qualitative data collection techniques through descriptive qualitative analysis. From the research results, it was found that there are still things that need to be improved to ensure that this policy can better achieve the expected targets, both in terms of planning in evaluating the context dimension and in the policy implementation stage which involves many parties in it related to the process dimension. In the input dimension, the process of reallocating funding, revising several government regulations as well as reviewing the commercial governance of energy supply for the community needs to be carried out to ensure the acceleration of Jargas development. From the product dimension, several initiatives are also needed to attract the interest of the community and investors to switch from the use of LPG to City Gas Network."

"Tujuan dalam penelitian ini adalah untuk meningkatkan kinerja pegawai wanita di Sekretariat Presiden dengan menggali hubungan antara kinerja pegawai dengan faktor-faktor yang dapat mempengaruhinya, yaitu workload, work environment, dan job stress. Pendekatan penelitian ini menggunakan metode kuantitatif. Pengumpulan data primer dilakukan dengan menyebarkan kuesioner. Analisis data dilakukan dengan analisis deskriptif dan analisis inferensial menggunakan pendekatan Structural Equation Model melalui perangkat lunak SmartPLS3 terhadap 176 data responden. Hasil penelitian menunjukkan bahwa workload tidak memiliki hubungan positif dan pengaruh yang signifikan terhadap job stress. Namun workload memiliki hubungan positif dan pengaruh yang signifikan terhadap kinerja pegawai wanita Sekretariat Presiden. Sedangkan work environment tidak memiliki hubungan positif dan pengaruh yang signifikan dengan job stress pegawai wanita Sekretariat Presiden. Hasil penelitian juga menunjukkan work environment tidak memiliki hubungan positif dan pengaruh yang signifikan dengan kinerja pegawai wanita Sekretariat Presiden. Adapun untuk job stress berdasarkan hasil penelitian juga tidak memediasi pengaruh workload dan work environment terhadap kinerja pegawai wanita Sekretariat Presiden.

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This study aim to improve the performance of female employees at the Presidential Secretariat by exploring the relationship between employee performance with influenced factors, include of workload, work environment, and job stress. The approach of this research uses quantitative methods. Primary data were collected by distributing questionnaires. Analysis of data processed by descriptive analysis and inferential analysis using the Structural Equation Model through SmartPLS3 software to 176 respondents data. The results showed that the workload did not have a positive relationship and a significant effect on job stress. However, the workload has a positive relationship and has a significant effect on the performance of female employees of the Presidential Secretariat. Meanwhile, the work environment does not have a positive relationship and has a significant effect on job stress for female employees of the Presidential Secretariat. The results also showed that the work environment does not have a positive relationship and has a significant effect on the performance of female employees of the Presidential Secretariat. As for job stress, based on research results, it also does not mediate the effect of workload and work environment on the performance of female employees of the Presidential Secretariat. "

"Penelitian ini bertujuan untuk menganalisis pengaruh dari Kompensasi, Kepemimpinan terhadap Turnover Intention dengan Kepuasan Kerja sebagai Variabel Mediasi (Studi pada PT X). Pendekatan penelitian ini menggunakan metode kuantitatif dengan kompensasi (X1) sebagai variabel independen, kepemimpinan (X1) sebagai variabel independen, kepuasan kerja (Y) sebagai variabel mediasi, dan turnover intention (Z) sebagai variabel dependen. Objek penelitian adalah karyawan tetap di Perusahaan X yang terdiri dari berbagai divisi. Penelitian ini berjenis penelitian eksplanatori (explanatory research) dengan jumlah sampel sebanyak 65 orang karyawan tetap di Perusahaan X. Data primer didapat dari penyebaran kuesioner. Berdasarkan hasil penelitian menunjukkan bahwa kompensasi berpengaruh positif terhadap kepuasan kerja, kepemimpinan berpengaruh positif terhadap kepuasan kerja, kompensasi tidak berpengaruh terhadap turnover intention, kepemimpinan tidak berpengaruh terhadap turnover intention, dan kepuasan kerja tidak berpengaruh terhadap turnover intention. Hasil dari uji mediasi menggunakan sobel test menunjukkan bahwa variabel kepuasan kerja tidak dapat memediasi hubungan pengaruh antara kompensasi terhadap turnover intention dan Kepemimpinan terhadap turnover intention.

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The purpose of this research is to analyze the influence of Compensation, Leadership on Turnover Intention with Job Satisfaction as Mediation Variable (Study in PT X). The approach of this research uses quantitative methods with compensation (X1) as independent variable, leadership (X2) as independent variable, job satisfaction (Y) as mediation variable, and turnover intention (Z) as dependent variable. The object of research are permanent employees in PT X from many division. This research is an explanatory research with total sample of 65 permanent employees at PT X. Primary data obtained from the distribution of questionnaires. Based on the results of this research shows compensation has a positive effect on job satisfaction, Leadership has a positive effect on job satisfaction, compensation does not effect on turnover intention, leadership does not effect on turnover intention, and job satisfaction does not effect on turnover intention. The result of mediation using sobel test implies that variable of job satisfaction can-not mediate the relationship between compensation on turnover intention and leadership on turnover intention."

"Penelitian ini bertujuan untuk menganalisis Innovative Work Behavior (IWB) pada anggota Polri di Polrestabes Palembang dengan variabel independen berupa Transformational Leadership (TL) dan Work Engagement (WE). Penelitian dilakukan untuk menganalisis pengaruh Transformational Leadership (TL) terhadap Innovative Work Behavior (IWB); pengaruh Work Engagement (WE) terhadap Innovative Work Behavior (IWB); pengaruh Transformational Leadership (TL) terhadap Work Engagement (WE); pengaruh Transformational Leadership (TL) terhadap Innovative Work Behavior (IWB) melalui Work Engagement (WE); Penelitian ini merupakan penelitian kuantitatif dengan metode survei terhadap 350 anggota Polrestabes Palembang. Data yang diperoleh diolah dengan menggunakan analisis statistik deskriptif dan SEM-PLS. Hasil penelitian menunjukan bahwa Transformational Leadership (TL) dan Work Engagement (WE) berpengaruh positif dan signifikan terhadap Innovative Work Behavior (IWB) dan Transformational Leadership (TL) juga memiliki pengaruh yang signifikan dan positif terhadap Work Engagement (WE). Serta, Transformational Leadership (TL) berpengaruh signifikan dan positif terhadap Innovative Work Behavior (IWB) melalui Work Engagement (WE) sebagai mediator.

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This study aims to analyze the Innovative Work Behavior (IWB) of Indonesian National Police members at Palembang City Resort Police with independent variables in the form of Transformational Leadership (TL) and Work Engagement (WE). This study was conducted to analyze the effect of Transformational Leadership (TL) on Innovative Work Behavior (IWB); the effect of Work Engagement (WE) on Innovative Work Behavior (IWB); the effect of Transformational Leadership (TL) on Work Engagement (WE); the effect of Transformational Leadership (TL) on Innovative Work Behavior (IWB) through Work Engagement (WE); This research is a quantitative research with a survey method to 350 members of Palembang City Resort Police. The data obtained were processed using descriptive statistical analysis and SEM-PLS. The results show that Transformational Leadership (TL) and Work Engagement (WE) has a positive and significant effect on Innovative Work Behavior (IWB) and Transformational Leadership (TL) also has a significant and positive effect on Work Engagement (WE). Also, Transformational Leadership (TL) has a significant and positive effect on Innovative Work Behavior (IWB) through Work Engagement (WE) as a mediator."

"Saat ini kita menghadapi era yang bernama VUCA (volatility, uncertainty, complexity, dan ambiguity) yang merupakan fenomena gambaran situasi dunia yang mengalami perubahan sangat cepat dan cenderung tidak bisa ditebak. Fenomena ini menyebabkan para pemimpin dituntut untuk memiliki kemampuan untuk mendorong para karyawan agar bisa selalu beradaptasi. Kapasitas absorpsi merupakan faktor yang mengintervensi antara knowledge sharing dan kapabilitas inovasi. Kemudian kepemimpinan dan iklim tim dapat mempengaruhi perilaku knowledge sharing dari seorang individu dan merupakan hal yang sangat penting bagi perusahaan. Kondisi inilah yang akan penulis analisis dengan obyek penelitian berada di Divisi Telkom Regional II. Penelitian ini memiliki tujuan untuk menjelaskan gambaran tentang kondisi kepemimpinan, sikap terhadap berbagi pengetahuan, iklim tim, berbagi pengetahuan, dan kapasitas absorpsi terhadap perilaku kapabilitas inovasi karyawan generasi milenial dalam menghadapi VUCA. Dengan populasi penelitian sebanyak 333 orang dan diolah menggunakan partial least square SEM, gabungan antara model pengukuran dan model struktural memiliki tingkat validasi yang baik. Dalam kata lain, keseluruhan model yang digunakan dapat menjelaskan pengaruh variabel empowering leadership dan team climate terhadap efektivitas knowledge sharing guna menunjang kapabilitas inovasi. Terdapat delapan hipotesis pada penelitian ini, namun ada satu hipotesis yang tidak signifikan. Hasil dari penelitian ini adalah variabel attitude toward knowledge sharing tidak memiliki efek mediasi, variabel absorptive capacity memiliki efek mediasi parsial, dan variabel eksogen empowering leadership merupakan faktor utama yang memiliki pengaruh terbesar pada perilaku kapabilitas inovasi karyawan milenial di Divisi Telkom Regional II.

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We are currently in an era called VUCA (volatility, uncertainty, complexity, and ambiguity) which is a phenomenon that describes the world situation which is changing rapidly and tends to be unpredictable. This phenomenon requires leaders to be able to encourage employees to always adapt. Absorption capacity is a factor that intervenes between knowledge sharing and innovation capability. Furthermore, leadership and team climate can influence the knowledge sharing behavior of an individual and is paramount for the company. The researcher will analyze this situation with the object of research in the Telkom Regional II Division. This study aims to explain the description of leadership conditions, attitudes towards knowledge sharing, team climate, knowledge sharing, and absorption capacity on the behavior of millennial employees' innovation capabilities in dealing with VUCA. Researchers collected data from the study population of 333 people and processed it using partial least squares SEM, a combination of the measurement model and the structural model has a good level of validation. In other words, the overall model used can explain the influence of empowering leadership and team climate variables on the effectiveness of knowledge sharing to support innovation capabilities. There are eight hypotheses in this study, but there is one insignificant hypothesis. The results of this study indicate that the variable attitude toward knowledge sharing has no mediating effect, the variable absorptive capacity has a partial mediating effect, and the exogenous variable empowering leadership is the main factor with the greatest impact on the behavior of millennial employees' innovation capabilities in the Telkom Regional II Division. "