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"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 bertujuan untuk melihat hubungan antara perilaku proaktif dan perilaku inovatif pada karyawan. Penelitian dilakukan terhadap 85 karyawan yang bekerja di perusahaan yang memiliki nilai inovasi di bidang industry pertambangan. Pengukuran perilaku inovatif mengacu pada alat ukur Janssen?s Innovative Work Behavior (Janssen, 2000) yang telah terbukti reliabel (SOH.879) sedangkan pengukuran perilaku proaktif mengacu pada alat ukur Proactive Work Behavior Scale (Parker & Collins, 2010) yang telah terbukti reliabel (SOH.897). Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara perilaku proaktif dan perilaku inovatif (r = + 0.727, p < 0.01). Dengan demikian, semakin tinggi perilaku proaktif yang ditampilkan oleh karyawan, maka semakin tinggi pula perilaku inovatif yang dimilikinya. Selain itu, dimensi taking charge dari perilaku proaktif merupakan dimensi yang paling besar hubungannya dengan perilaku inovatif.

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This study aimed to examined the correlation between proactive work behavior and innovative work behavior on employees. The study was conducted on 85 employees who work at a company that has a value of innovation in the mining industry. Measurement of innovative work behavior refers to Innovative Work behavior Scale (Janssen, 2000) has been shown to be reliable (SOH.879) while measurement of proactive work behavior refers to Proactive Work Behavior Scale (Parker & Collins, 2010) has been shown to be reliable (SOH.897). The results of this study showed that there is a significant relationship between Proactive Work Behavior and Innovative Work Behavior (r = + 0.727, p < 0.01). Thus, the higher proactive work behavior, employee innovative work behavior will be higher too. In addition, taking charge?s dimensions of proactive work behavior was the most related dimension to the innovative work behavior."

"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."

"ABSTRACTPenelitian ini bertujuan untuk mengetahui peranan self-related work commitment sebagai variabel moderator pada hubungan antara trait kepribadian Machiavellianisme dan perilaku kerja inovatif. Data diperoleh dari 196 karyawan di beberapa perusahaan yang bergerak di bidang industri kreatif dan dianalisis menggunakan teknik analisis statistik regresi dengan program Macro Hayes PROCESS dalam SPSS Statistics 22. Skala perilaku kerja inovatif dari Janssen 2000 yang telah diadaptasi oleh Etikariena dan Muluk 2014 ?=0.82 digunakan untuk mengukur perilaku inovatif di tempat kerja, Machiavellian Personality Scale yang diadaptasi dari Dahling dkk 2009 ?=0.89 digunakan untuk mengukur kecenderungan trait kepribadian Machiavellianisme, dan alat ukur Employee Commitment yang diadaptasi dari Zettler dkk 2011 ?=0.94 digunakan untuk mengukur self-related work commitment. Analisis moderasi menunjukkan bahwa self-related work commitment tidak dapat berperan sebagai moderator yang memperkuat hubungan antara trait kepribadian Machiavellianisme dan perilaku kerja inovatif. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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ABSTRACTThis study aims to determine the moderating role of self related work commitment on the relationship between Machiavellianism personality trait and Innovative Work Behavior. Data were collected among 196 employees from various creative industry companies and were analyzed using statistical regression analysis technique with Hayes PROCESS Macro program on SPSS Statistics 22. Innovative Work Behavior Scale from Janssen 2000 that has been adapted by Etikariena and Muluk 2014 was used 0.82 to measure innovative behavior in the workplace, Machiavellian Personality Scale from Dahling dkk 2009 was used to measure Machiavellianism personality trait 0.89 , and Employee Commitment from Zettler dkk 2011 was used to measure self related work commitment 0.94 . Moderation analysis showed that self related work commitment have no significant role on enhancing the positive relationship between Machiavellianism and Innovative Work Behavior. Theoretical and practical implications were discussed."

"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."

"[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 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 dilakukan untuk melihat hubungan antara perilaku inovatif dengan stres kerja pada karyawan perusahaan yang bergerak dalam bidang produksi Tenaga Surya. 216 karyawan dari Perusahaan Tenaga Surya di Indonesia menjadi partisipan dalam penelitian ini. Perilaku inovatif diukur dengan menggunakan Innovative Work Behaviour Scale, Janssen (2000) yang terdiri dari tiga tahapan, yakni generalisasi ide, promosi ide, dan implementasi. Stres kerja diukur melalui Job Stress Scale yang dibuat dan dikembangkan oleh Parker dan DeCotiis (1983). Hasil penelitian ini menunjukkan adanya hubungan negatif dan signifikan antara perilaku inovatif karyawan dengan stres kerja pada karyawan Perusahaan Tenaga Surya (R = -0.329, n = 216, p<0.01). Selain itu, partisipan dalam penelitian ini memiliki skor perilaku inovatif yang tinggi dan stres kerja yang rendah.

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This research was conducted to investigate the correlation between innovative work behaviour and job stress on Employees Solar Photovoltaic Energy Company 216 employee were completed all questionnaires of innovative work behaviour and job stress. Innovative work behavior was measured by Innovative Work Behavior Scale (IWB Scale) which was constructed by Janssen (2000) and consist of three stages of innovative work behavior, namely idea generation, championing or supporting idea, and implementation. Job stress was measured by Job Stress Scale which was constructed and developed by Parker and DeCotiis (1983).

The results show that there was a negative and significant correlation between innovative work behavior and job stress on Employees Solar Photovoltaic Energy Company Surya (R = -0.329, n = 216, p<0.01). Besides, participant in this research had a high score on innovative work behavior and a low score on job stress."

"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."

"ABSTRAKTujuan penelitian ini adalah untuk melihat hubungan antara sikap pengembangan diri kompetitif yang merupakan sikap kompetitif yang memandang kompetisi sebagai salah satu cara untuk meningkatkan kemampuan diri (Ryckman, 1996) dan perilaku kerja inovatif yang didefinisikan sebagai kesatuan proses inovasi kompleks yang terdiri dari berbagai tahapan (Janssen, 2000). Sampel diambil dari 75 karyawan dari berbagai unit kerja dan jabatan di perusahaan yang bergerak di bidang industri makanan dan minuman. Skala Sikap Pengembangan Diri Kompetitif ( = 0.89) yang dikembangkan oleh Ersilia (2018) digunakan untuk mengukur sikap pengembangan diri kompetitif, sedangkan Skala Perilaku Inovatif = 0.80) dari Janssen (2000) digunakan untuk mengukur perilaku kerja inovatif. Hasil analisa korelasi menunjukkan bahwa tidak terdapat hubungan yang signifikan antara sikap pengembangan diri kompetitif dan perilaku kerja inovatif (r=0,60; p>0,05). Implikasi teoritis dan praktis dari hasil studi ini akan menjadi bahan diskusi selanjutnya.

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ABSTRACTThe aims of this study is to determine the relationship between personal development competitive attitude defined as competitive attitude that views competition as a way to develop themselves (Ryckman, 1996) and innovative work behavior which defined as a complex innovation process which consists of various stages (Janssen, 2000). The study was conducted on 75 employees from various work divisions and positions in a company that produces food and beverages . To measure the personal development competitive attitude, we used Personal Development Competitive Attitude Scale developed by Ersilia (2018) with = 0.89. Then, to measure innovative work behavior, we used Innovative Work Behavior Scale from Janssen (2000) with = 0.80. Both measurement have been adapted to Bahasa Indonesia. The result shows that there is no significant correlation between personal development competitive attitude and innovative work behavior (r=0,35; p>0.05). Implications from this study will be discused further."