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"Penelitian ini bertujuan untuk melihat pengaruh iklim organisasi terhadap perilaku inovatif di tempat kerja. Partisipan penelitian ini adalah 124 karyawan yang bekerja pada perusahaan tambang yang memiliki filosofi inovatif. Penelitian ini merupakan penelitian kuantitatif dan menggunakan alat ukur Innovative Work Behavior Scale oleh Janssen (2000) dan Organizational Climate Measurement oleh (Patterson, 2004). Teknik analisis data yang digunakan adalah teknik multiple regression.Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan dari iklim organisasi terhadap perilaku inovatif di tempat kerja. Pengaruh ini ditunjukkan dengan nilai R² sebesar .121 yang berarti iklim organisasi memengaruhi perilaku inovatif di tempat kerja sebesar 12,1%.Hasil penelitian juga menunjukkan, dari ketiga dimensi iklim organisasi hanya dua dimensi yang menunjukkan pengaruh yang signifikan, yaitu flexibility & innovation (R² = .016; p < .05) dan reflexivity (R² = .037; p < .05). Dimensi yang tidak signifikan memengaruhi adalah outward focus (R² = .886; p > .05).

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This study discusses about the influence of organization climate to innovative work behavior. The participants of this study were 124 employees who work in a mining company which implement innovation. This research is a quantitative research and using Innovative Work Behavior Scale by Janssen (2000) and Organizational Climate Measurement by Patterson, et al., (2004) as a measurement scale. This study is using multiple regression analysis technique.

The result showed that there was a significant effect of organizational climate on innovative work behavior. This influence is shown by the R ² value of .121, which means organizational climate affects 12.1% of innovative work behavior.

The results also showed from the three dimensions of organizational climate, only two has significant effects, they are flexibility & innovation (R² = .016; p < .05) and reflexivity (R² = .037; p < .05). Dimension which not significantly affect innovation work behavior is outward focus (R² = .886; p > .05)."

"Penelitian terkait perilaku kewargaan organisasi pada profesi pelayanan kesehatan masih menjadi pusat perhatian hingga saat ini. Berdasarkan penelitian terdahulu, koefisien korelasi antara occupational future time perspective (OFTP) dengan perilaku kewargaan organisasi yang diarahkan pada individu (PKO-I) dan perilaku kewargaan organisasi yang diarahkan pada organisasi (PKO-O) tergolong kecil, yang mengindikasikan peran variabel lain sebagai mediator pada hubungan tersebut. Penelitian ini bertujuan untuk menguji efek mediasi dari persepsi kompleksitas kerja pada hubungan antara OFTP dengan PKO-I dan PKO-O. Kerangka teori yang digunakan dalam penelitian ini adalah conservation of resources (COR). Pengumpulan data menggunakan convenience sampling terhadap karyawan pelayanan kesehatan di Rumah Sakit Umum Daerah (RSUD) di Makassar (N = 311). Pengumpulan data dilakukan dengan dua sumber yang berbeda untuk meminimalkan common method bias, dimana variabel prediktor dan mediator diukur menggunakan self-report questionnaire, dan variabel outcome diukur menggunakan peer-rating questionnaire. Data dianalisis menggunakan Structural Equation Modeling dengan menggunakan SmartPLS ver. 3. Hasil penelitian menemukan bahwa kompleksitas kerja hanya memediasi hubungan antara OFTP dan PKO-O.

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Research related to organizational citizenship behavior (OCB) in the health care profession is still the center of attention to this day. Previous studies show that the coefficient correlations between Occupational Future Time Perspective (OFTP) and OCBs are quite low, indicating other variables to mediate the relationships. This study aims to investigate the mediating effect of job complexity on the relationship between OFTP and Organizational Citizenship Behavior directed at organizations (OCBO) and Organizational Citizenship Behavior directed at individuals (OCBI). Drawing on conservation of resources (COR) theory, it is argued that OFTP may serve as the personal resource that lower the perception of job complexity, and in turn positively affect OCBI and OCBO. Data were collected using convenience sampling method from healthcare workers in five public hospitals in Makassar (N = 311). Different sources of data were employed to minimize common method bias, wherein the predictor and mediator variables were collected using self-report surveys, and outcome variables were collected using a peer-rating survey. Data were analyzed using Structural Equation Modeling with the SmartPLS ver. 3. Results showed that job complexity only significantly mediated the relationship between OFTP and OCBO."

"[ABSTRAKbrPenelitian ini dilakukan dengan tujuan untuk melihat hubungan antara identitas organisasi dan perilaku kerja inovatif pada perusahaan X. Penelitian ini didasarkan pada pesatnya perkembangan dari industri kreatif. Pendekatan yang sesuai dalam menghadapi hal tersebut adalah pendekatan inovatif yang dapat memicu diterapkannya perilaku kerja inovatif dalam organisasi. Salah satu hal yang dapat memiliki hubungan dengan perilaku kerja inovatif adalah identitas organisasi. Identitas organisasi sendiri memiliki peranan penting dalam memandu perilaku kayawan yang diharapkan muncul. Terdapat total 401 karyawan perusahaan X yang berpartisipasi dalam penelitian ini. Perusahaan X merupakan perusahaan yang memiliki nilai inovatif dan bergerak dalam bidang industri kreatif dengan sub-kelompok penerbitan dan percetakan. Terdapat dua alat ukur yang digunakan dalam penelitian ini adalah Innovative Work Behavior Scale (Janssen, 2000) dan Organizational Identity Scale (Etikariena, 2015). Dengan menggunakan teknik analisis pearson product moment correlation, hasil penelitian menunjukkan bahwa tidak ditemukan adanya hubungan yang signifikan antara identitas organisasi dan perilaku kerja inovatif (r= .063, p> .05).;This research was conducted to see the relationship between organizational identity and innovative work behavior in X Company. It was based on the rapid development of creative industry. One of the approaches to deal with that condition is innovation, which can leads innovative work behavior in organization. One of the factors that can have a correlation with innovative work behavior is organizational identity. Organizational identity itself has a significant role to guide employee’s behaviors. There were 401 employees of X Company that has participated in this research. X Company is an organization that has innovative value and runs in creative industry area, specifically printing and publishing sub-sector. There were two instruments used in this research, innovative work behavior scale (Janssen, 2000) and organizational identity scale (Etikariena, 2015). Using pearson product moment correlation to analyze the data, the result shows us that there were no significant correlation found among organizational identity and innovative work behavior (r= .063, p> .05)., This research was conducted to see the relationship between organizational identity and innovative work behavior in X Company. It was based on the rapid development of creative industry. One of the approaches to deal with that condition is innovation, which can leads innovative work behavior in organization. One of the factors that can have a correlation with innovative work behavior is organizational identity. Organizational identity itself has a significant role to guide employee’s behaviors. There were 401 employees of X Company that has participated in this research. X Company is an organization that has innovative value and runs in creative industry area, specifically printing and publishing sub-sector. There were two instruments used in this research, innovative work behavior scale (Janssen, 2000) and organizational identity scale (Etikariena, 2015). Using pearson product moment correlation to analyze the data, the result shows us that there were no significant correlation found among organizational identity and innovative work behavior (r= .063, p> .05).]"

"Penelitian ini dilakukan untuk melihat hubungan antara kepercayaan terhadap organisasi dan perilaku kerja inovatif pada konteks industri kreatif di Indonesia. Dengan kontribusi yang cukup besar terhadap perekonomian Indonesia, industri kreatif perlu untuk dikembangkan. Salah satu hal yang sangat penting bagi industri kreatif adalah inovasi yang dilakukan oleh karyawannya. Sampel pada penelitian ini adalah karyawan PT. X yang merupakan salah satu perusahaan yang termasuk ke dalam sub-sektor industri kreatif di Indonesia. Terdapat 395 responden dalam penelitian ini. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Innovative Work Behavior Scale dari Janssen (2000) dan Organizational Trust Inventory dari Cummings dan Bromiley (1995b). Teknik analisis yang digunakan pada penelitian ini adalah Pearson Product Moment, Independent Sample T-Test, dan One Way Anova. Hasil dari penelitian ini menunjukkan bahwa tidak terdapat hubungan yang signifikan antara kepercayaan terhadap organisasi danperilaku kerja inovatif pada PT. X (r = .060). Namun, pada penelitian ini ditemukan perbedaan mean yang signifikan antara faktor-faktor demografis dari perilaku kerja inovatif yakni jenis kelamin, tingkat pendidikan, level jabatan, dan departemen.

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This study was conducted to examine the relationship between organizational trust and innovative work behavior in the context of creative industry.With a considerable contribution to the Indonesian economy, creative industries need to be developed. One thing that is very important for the creative industry are innovations made by employees. Samples in this study are employees of PT. X which is one of the companies that belong to the sub-sectors of the creative industries in Indonesia. There were 395 respondents in this study.

This research is a quantitative research that using measuring devices Innovative Work Behavior Scale from Janssen (2000) and Organizational Trust Inventory from Cummings and Bromiley (1995b). The analysis technique used in this study is the Pearson Product Moment, Independent Sample T-Test, and One Way Anova.

Results from this study indicate that there is no significant relationship between organizational trust and innovative behavior at work in PT. X (r = .060). However, this study found significant differences in the mean between demographic factors of the innovative work behavior that is gender, education level, job level and department."

"Penelitian ini mengusulkan bahwa karyawan membentuk persepsi dukungan organisasi yang memberikan pengaruh terhadap organizational citizenship behavior dan intensi keluar melalui kepercayaan organisasi dan kepuasan organisasi. Hipotesis diuji menggunakan data yang didapatkan dari 126 karyawan sebuah perusahaan swasta melalui penyebaran kuesioner secara langsung. Hasil penelitian yang didapatkan dengan structural equation modeling menunjukkan bahwa persepsi dukungan organisasi memiliki pengaruh positif yang signifikan terhadap kepercayaan organisasi dan kepuasan organisasi, kepercayaan organisasi memiliki pengaruh positif yang signifikan terhadap kepuasan organisasi, dan kepuasan organisasi memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior (OCB) dan pengaruh negatif yang signifikan terhadap intensi keluar. Namun berbeda dengan penelitian terdahulu, persepsi dukungan organisasi tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar dan pengaruh positif terhadap OCB, dan OCB tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar.

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This study suggests that employees develop perceived organizational support which affects organizational citizenship behavior and intention to leave through organizational trust and organizational satisfaction. Hypotheses were tested with data collected from 126 employees in a privately held company by survey. The results obtained using structural equation modeling show that perceived organizational support significantly and positively affects organizational trust and organizational satisfaction, organizational trust significantly and positively affects organizational satisfaction, and organizational satisfaction positively affects OCB and negatively affects intention to leave. Contrast to previous studies, the results show that perceived organizational support doesn`t have a negative effect on intention to leave and doesn`t have a positive effect on OCB, and OCB doesn`t have a negative effect on intention to leave."