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"Penelitian ini bertujan untuk melihat efek moderasi gaya kognitif asimilator-eksplorer terhadap hubungan antara kepribadian big five dan perilaku kerja inovatif. Efek moderasi dipertimbangkan karena adanya hubungan yang tidak konsisten antara kepribadian big five dan perilaku kerja inovatif. Penelitian ini dilakukan pada perusahaan manufaktur perkapalan yang sedang melakukan inovasi. Hasil utama penelitian ini diolah menggunakan uji regresi dengan PROCESS macro dari Hayes 2013 dan disertai dengan hasil tambahan berupa uji korelasi antara variabel kepribadian big five, perilaku kerja inovatif dan gaya kognitif asimilator-eksplorer serta olah data demografi. Berdasarkan uji korelasi, 4 dimensi kepribadian big five berkorelasi signifikan dengan perilaku kerja inovatif, 1 dimensi kepribadian big five berkorelasi signifikan dengan gaya kognitif asimilator-eksplorer dan tidak ada korelasi antara perilaku kerja inovatif dan gaya kognitif asimilator-eksplorer. Berdasarkan olah data demografi diperoleh hasil bahwa terdapat perbedaan skor gaya kognitif asimilator-eksplorer antara lama kerja, unit dan pendidikan. Selanjutnya hasil uji regresi dinyatakan bahwa terdapat efek moderasi gaya kognitif asimilator-eksplorer terhadap hubungan antara dimensi kepribadian neuroticism dan perilaku kerja inovatif F 3,121 =4,76, R =0,03, b=-0,16, t 121 =-2,18 p.

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This research is aim to see the moderate effect of assimilator explrorer cognitive styles on the relationship between big five personality and innovative work behavior. Effect of moderation is considered due to inconsistent relationship between the big five personality and innovative work behavior. This research is conducted in shipping manufacturing. This company have an innovation vision and has been doing innovation these years. The main results of this study were processed using regression test with a PROCESS macro from Hayes 2013 and accompanied by additional results that is correlation between variables and demography analysis. 4 dimension of big five personality are significantly correlated with innovative work behavior, 1 dimension of big five personality is significantly correlated with assimilator explorer cognitive style, and there is no correlation between assimilator explorer cognitive style and innovative work behavior. Based on demography analysis, there is difference score on assimilator explorer cognitive style by job tenure, work unit and education. Based on the regression test, there is moderation effect of assimilator explorer cognitive style on neuroticism dimension personality and innovative work behavior F 3,121 4,76, R 0,03, b 0,16, t 121 2,18."

"Penelitian ini bertujuan untuk melihat hubungan antara kepribadian proaktif dan perilaku kerja inovatif. Penelitian dilakukan terhadap 135 karyawan BUMN X yang terdiri dari empat divisi kerja yang sedang mengembangkan inovasi pada aktivitas pekerjaannya. Pengukuran perilaku kerja inovatif mengacu pada alat ukur Skala Perilaku Kerja Inovatif dan terbukti reliabel ?= 0,97, sedangkan pengukuran kepribadian proaktif menggunakan alat ukur Skala Kepribadian Proaktif yang telah diadaptasi ke dalam bahasa Indonesia dan terbukti reliabel ?=0,73. Hasil analisis Pearson's Product Moment Correlation menunjukkan adanya hubungan antara kepribadian proaktif dan perilaku kerja inovatif r=0,49, p< 0,05. Dengan demikian, semakin tinggi kepribadian proaktif yang dimiliki karyawan, maka semakin tinggi intensitas karyawan dalam menampilkan perilaku kerja inovatif. Penelitian ini juga menemukan adanya hubungan yang signifikan antara faktor demografi berupa jenis kelamin dan masa kerja terhadap perilaku kerja inovatif.

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This study investigates the correlation between proactive personality and innovative work behavior. This study was conducted among 135 employees working in 4 departemens in BUMN X that has been developing an innovation in their work activity. Measurement of IWB refers to Innovative Work Behavior Scale, with 0,97, and measurement of proactive personality used Proactive Personality Scale with 0,73.

The results using Pearson's Product Moment Correlation showed there is a significant relationship between proactive personality and innovative work behavior r 0,49, p 0,05. Thus, the higher the proactive personality, the higher intensity in displaying innovative work behavior. This study also found there are correlations between demografic factors such as gender and tenure organization with innovatif work behavior."

"Penelitian ini dilakukan untuk melihat pengaruh trait kepribadian Big Five terhadap perilaku inovatif karyawan di tempat kerja pada PT X dan PT Y. Penelitian ini dilakukan dengan menggunakan pendekatan kuantitatif. Pengukuran trait kepribadian Big Five menggunakan alat ukur Mini-IPIP yang dikembangkan oleh Donnellan, Oswald, Baird, dan Lucas pada tahun 2006 dan alat ukur perilaku inovatif menggunakan alat ukur Innovative Work Behavior Scale yang dikembangkan oleh Onne Janssen pada tahun 2000. Partisipan berjumlah 216 orang karyawan yang bekerja pada perusahaan photovoltaic (penghasil produk berenergi terbarukan). Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif yang signifikan pada trait agreeableness dan trait conscientiousness terhadap perilaku inovatif (R2 = 0,124; p < 0,01). Artinya, semakin tinggi trait agreeableness dan trait conscientiousness yang dimiliki individu, maka semakin tinggi perilaku inovatif yang dimilikinya.

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This study was conducted to see the influence of the Big Five personality trait on employees’ innovative behavior at work on X company and Y company. This research was conducted using a quantitative approach. Big Five personality trait measurements using the Mini-IPIP measure developed by Donnellan, Oswald, Baird, and Lucas in 2006 and innovative behavior measurement using Innovative Work Behavior Scale developed by Onne Janssen in 2000. Participants totaled 216 employees working on photovoltaic company (producer of renewable energy products).

Results of this study indicate that there is a significant positive effect on agreeableness trait and conscientiousness trait to innovative behavior (R2 = 0.124, p < 0,01). It means, the higher agreeableness trait and conscientiousness trait of the individual, the higher its innovative behavior. "

"Penelitian ini dilakukan untuk melihat hubungan antara gaya kepemimpinan autentik dengan perilaku kerja inovatif pada karyawan perusahaan digital di Indonesia. Mengingat inovasi merupakan hal yang penting bagi perusahaan untuk terus bertahan menghadapi kondisi pasar terkini. Penelitian ini bersifat korelasional dengan menggunakan sampel karyawan perusahaan digital yang telah bekerja selama minimal tiga bulan dengan atasan yang sama N = 217.Instrumen penelitian yang digunakan untuk mengukur gaya kepemimpinan autentik adalah Authentic Leadership Questionnaire ALQ, sedangkan perilaku kerja inovatif diukur melalui Skala Perilaku Inovatif di tempat kerja yang diadaptasi oleh Etikariena dan Muluk 2014 berdasarkan Innovative Work Behavior Scale IWB Scale Janssen 2000. Hasil penelitian ini menunjukkan adanya hubungan yang positif dan signifikan R = .47, n = 217.

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Innovation was known to be a critical value for companies to survive in todays hyper competitive market. This research was carried to examine the relationship between authentic leadership and innovative work behavior upon digital companies employees in Indonesia. This is a correlational study with scientific support from digital companies employees sample who have worked for at least 3 months under a common manager N 217.

To measure the authentic leadership style, this research used Authentic Leadership Questionnaire ALQ as its research instrument. Furthermore, innovative work behavior was measured in Skala Perilaku Inovatif which is an adapted instrument by Etikariena and Muluk 2014 upon Innovative Work Behaviour Scale IWB Scale Janssen 2000. The researchs results suggested that there is a positive and significant relationship between the two variables R .47, n 217."

"ABSTRAKPenelitian ini bertujuan untuk melihat peran moderator iklim inovasi dalam hubungan antara tipe kepribadian narsisisme dan perilaku kerja inovatif. Data diperoleh dari 196 karyawan yang bekerja pada sektor industri kreatif dan dianalisis menggunakan teknik analisis statistik regresi pada program Macro Hayes SPSS version 22. Skala perilaku kerja inovatif dari Janssen 2000 ?=0.82 digunakan untuk mengukur perilaku inovatif di tempat kerja. Skala narcissism personality inventory 16 NPI-16 yang disusun oleh Ames, Rose, Anderson 2006 ? =0.69 , digunakan untuk mengukur kecenderungan narsisisme, dan skala climate for innovation measure yang disusun oleh Scott Bruce 1994 ?=0.85 digunakan untuk mengukur iklim inovasi. Hasil analisis regresi moderasi menunjukkan bahwa iklim inovasi tidak dapat berperan sebagai moderator yang dapat memperkuat hubungan antara narsisisme dan perilaku kerja inovatif r=-.0017, p >0.05 Implikasi secara teoritis dan praktis akan dibahas dalam penelitian ini.

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ABSTRACTAbstract This study aims to determine the moderating role of innovative climate on the relationship between narcissism personality and innovative work behavior. Data were collected among 196 employees from various creative industry companies and were analyzed using regression analyisis on Hayes Process Macro SPSS version 22. To measure innovative work behavior, innovative work behavior scale from Janssen 2000 was used with 0.82. narcissism Personality Inventory from Ames, Rose, Anderson 2006 was used to measure narcissism personality trait, and climate for innovation measure from Scott Bruce 1994 was used to measure innovative climate. The result showed that innovative climate have no significant role on enhancing the positive relationship between narcissism and innovative work behavior r .0017, p 0.05 . Theoretical and practical implications were discussed."

"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 menganalisis pengaruh kepribadian dan iklim organisasi terhadap organizational citizenship behavior pada organisasi JOB XYZ. Metode penelitian yang digunakan adalah kuantitatif dengan menyebarkan kuesioner kepada 178 sampel pada JOB XYZ. Sampel didapatkan dengan menggunakan probability sampling yaitu proportionate stratified random sampling untuk mendapatkan proporsi responden dari PT X, PT Y dan JOB XYZ hire. Penelitian ini mengukur organizational citizenship behavior menggunakan Organizational Citizenship Behavior Scale (Podsakof, 2000), kepribadian diukur berdasarkan skala Five Factor Personality Scale (Goldberg, 1999), iklim organisasi diukur menggunakan Organizational Climate Scale (Litwin & Stinger, 1968). Analisis data menggunakan uji asumsi klasik yaitu uji normalitas, heterokesdatisitas dan multikolaritas kemudian menggunakan inferential multiple regression. Penelitian ini menemukan bahwa kepribadian memiliki pengaruh signifikan terhadap OCB karyawan. Begitu juga halnya iklim organisasi yang memiliki pengaruh signifikan terhadap OCB karyawan.

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This study describes about the influence of personality and organizational climate related to organizational citizenship behavior JOB organization XYZ. This study used a quantitative approach by distributing questionnaires to 178 samples at XYZ JOB. Samples of this study obtained by using probability sampling that is proportionate stratified random sampling to achieve the proportion of respondents from PT X, Y and JOB PT XYZ. This study measured the Organizational Citizenship Behavior by using Organizational Citizenship Behavior Scale (Podsakof, 2000), personality measured by the scale of the Five Factor Personality Scale (Goldberg, 1999), organizational climate is measured by using the Organizational Climate Scale (Litwin and Stinger, 1968). The data is analyzed by using the classical assumption of normality test, heteroskedastic and multicorrelation then using inferential multiple regression. This study found that the personality has significant influence to the OCB of employees. Moreover, the organizational climate has significant influence to the OCB of employees as well."

"Penelitian ini bertujuan untuk menguji pengaruh person-organization fit (P-O fit) terhadap turnover intention dengan mempertimbangkan kepuasan kerja sebagai variabel mediasi. P-O fit diukur menggunakan konsep multidimensi P-O fit yaitu supplementary fit, complementary fit, needs-supplies fit and demands-abilities fit (Piasentin, 2007); kepuasan kerja diukur dengan Michigan Organizational Assessment Questionnaire (Camman et al. 1979) dan turnover intention diukur dengan model revisi Mobley, Horner and Hollingsworth (1978). Data penelitian dikumpulkan melalui survei kuantitatif dengan sampel sebanyak 100 orang karyawan tetap di PT Bank Syariah Mandiri, yang diambil menggunakan teknik non-probability purposive sampling. Penelitian ini menggunakan analisis korelasi, regresi bertingkat dan bootstrap untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci.Hasil uji korelasi menunjukkan bahwa terdapat korelasi yang negatif dan moderat antara P-O fit dan turnover intention, korelasi yang positif dan kuat antara P-O fit dan kepuasan kerja, serta korelasi yang negatif dan moderat antara P-O fit dan turnover intention. Analisis regresi sederhana mengindikasikan bahwa P-O fit merupakan prediktor kepuasan kerja yang signifikan, serta P-O fit dan kepuasan kerja masing-masing merupakan prediktor turnover intentionyang signifikan.Hasil Bootstrapping memberi bukti bahwa pengaruh tidak langsung P-O fit terhadap turnover intention melalui kepuasan kerja signifikan secara statistik. Sejalan dengan penelitian terdahulu, hasil analisis regresi bertingkat mengkonfirmasi bahwa kepuasan kerja memediasi hubungan P-O fit dan turnover intention sebagai mediator penuh. Dalam pembahasannya juga didiskusikan hasil dan implikasi serta rekomendasi untuk penelitian selanjutnya.

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This study aims to examine the effect of person-organization-fit (P-O fit) on employee turnover intention by considering job satisfaction as a mediating variable. Multidimensional P-O fit, namely supplementary fit, complementary fit, needs-supplies fit and demands-abilities fit (Piasentin, 2007), Michigan Organizational Assessment Questionnaire (Camman et al. 1979) and Mobley, Horner and Hollingsworth’s (1978) revised model were used to measure P-O fit, job satisfaction and turnover intention. A quantitative survey was conducted on a non-probability (purposive) sample of 100 permanent employees working at PT Bank Syariah Mandiri.

Correlation, multistage regression and bootstrap were used to test the direct and mediating relationship between key variables. The results uncovered that there was a moderate negative correlation between P-O fit and turnover intention, a strong positive correlation between P-O fit and job satisfaction, and a moderate negative correlation between job satisfaction and turnover intention. The simple regression analysis showed that P-O fit was a significant predictor of job satisfaction and both P-O fit and job satisfaction were significant predictors to turnover intention.

Bootstrapping test revealed a statistical support for the indirect effect of P-O fit on turnover intention through job satisfaction. Moreover, the results of multistage regression analysis confirmed that job satisfaction significantly mediated the relationship between P-O fit and turnover intention as a full mediator. The results and implications of the study were discussed and recommendations for future research were addressed."

"[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).]"

"ABSTRACTGlobalisasi berdampak pada ketatnya persaingan yang terjadi antar perusahaan di dunia. Inovasi adalah hal penting bagi perusahaan untuk dilakukan. Inovasi dalam perusahaan dapat dilakukan oleh karyawan sehingga karyawan yang dapat berinovasi menjadi sumber daya penting bagi organisasi. Penelitian ini bertujuan untuk menguji hubungan antara sikap hypercompetitive dan perilaku kerja inovatif di antara karyawan. Pengambilan data akan dilakukan untuk karyawan tetap perusahaan yang memprioritaskan inovasi. Partisipan dalam penelitian ini berjumlah 53 orang yang telah menjadi karyawan tetap. Penelitian ini adalah penelitian kuantitatif di mana peserta diminta untuk mengisi Skala Perilaku Kerja Inovatif (α = .92) dan Skala Sikap Hypercompetitive (α = .74). Hasilnya menunjukkan bahwa sikap hiperkompetitif tidak berkorelasi signifikan dengan perilaku kerja inovatif (r =, 04, n = 53, p>, 05, dua sisi). Penelitian ini membahas alasan teoritis dan metodologis untuk hasil ini dan menawarkan arah penelitian di masa depan. Hasil penelitian dibahas sesuai dengan tujuan penelitian. Keterbatasan dan saran diberikan untuk studi lebih lanjut

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ABSTRACTGlobalization has an impact on the intense competition between companies in the world. Innovation is an important thing for companies to do. Innovation within the company can be done by employees so that employees who can innovate become important resources for the organization. This study aims to examine the relationship between hypercompetitive attitudes and innovative work behavior among employees. Data retrieval will be done for permanent employees of companies that prioritize innovation. The number of participants in this study were 53 people who have become permanent employees. This research is a quantitative study in which participants are asked to fill in the Innovative Work Behavior Scale (α = .92) and the Hypercompetitive Attitude Scale (α = .74). The results show that hypercompetitive attitude does not significantly correlate with innovative work behavior (r =, 04, n = 53, p>, 05, two sides). This study discusses theoretical and methodological reasons for these results and offers future research directions. Research results are discussed in accordance with the objectives of the study. Limitations and advice are given for further study."