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Abstrak :
Kualitas dan jumlah partisipan pada kompetisi perilaku inovasi pada PT. A belum optimal. Berdasarkan penelitian awal, atasan memiliki peran yang penting dalam keikutsertaan karyawan pada kompetisi inovasi. Penelitian dilakukan untuk melihat pengaruh peningkatan leader member exchange terhadap perilaku inovatif karyawan. Penelitian dilakukan pada 77 karyawan PT A, dengan kuesioner leader member exchange-multidimensional (Liden & Maslyn, 1998) dan innovative work behavior (Janssen, 2000). Hasil regresi menunjukkan terdapat pengaruh signifikan dari leader member exchange terhadap perilaku inovatif. Berdasarkan hasil tersebut dilakukan intervensi sosialisasi coaching kepada atasan dan pemberian coaching oleh atasan kepada bawahan untuk meningkatkan leader member exchange dan perilaku inovatif. Efektivitas intervensi diukur pada 15 karyawan di wilayah Jakarta Pusat yang atasannya diberikan intervensi. Hasil menunjukkan perbedaan signifikan antara skor leader member exchange dan skor perilaku inovatif bawahan sebelum dan sesudah intervensi. Dengan demikian, atasan perlu melakukan coaching terhadap bawahan secara berkala, dan departemen HRD perlu melakukan monitoring pelaksanaannya. ...... The quality and number of participants in the innovative behavior competition in PT A were still not optimal. Based on preliminary study, the superior has an important role in employee participation on the competition. This study was conducted to see the effect of leader member exchange on employee innovative behavior. This research was conducted on 77 staff employees of PT A using Multidimensional Leader-Member Exchange questionnaire from Liden and Maslyn (1998) and Innovative Work Behavior questionnaire from Janssen (2000). The results of regression statistical tests indicate that there is significant effect of leader member exchange on innovative behavior. Based on the results, socialization and coaching by superiors to subordinate were performed to enhance leader member exchange and innovative behavior. The effectiveness of the intervention was measured on 15 employees of PT A in Central Jakarta which the superior were given the intervention. The results showed that there are significant differences between leader member exchange scores and scores of innovative behaviors before and after the intervention. Thus, the superior should give coaching to subordinate on a regular basis, and the HR Departement needs to monitor its implementation.

Abstrak :
Pertumbuhan penerapan e-learning di Indonesia mulai pesat sejak tahun 2004. BNI sebagai salah satu perusahaan yang berhasil menerapkan e-learning di Indonesia pada tahun 2007 memperoleh predikat The Best Online Learning Subkategori Perusahaan pada SWA Award. Namun terjadi penurunan yang drastis penggunaan program e-learning BNI sejak 2008 hingga 2012. Karena itu penelitian ini bertujan untuk menganalisa hubungan 1) kepuasan pengguna elearning dan intensi melanjutkan penggunaan e-learning pada karyawan BNI?46, 2) konfirmasi dan kepuasaan pengguna e-learning pada karyawan BNI-46, 3) kegunaan yang dirasakan dan kepuasan pengguna e-learning pada karyawan BNI?46, 4) kegunaan yang dirasakan dan intensi melanjutkan penggunaan elearning pada karyawan di BNI?46, 5) konfirmasi dan kegunaan yang dirasakan pengguna e-learning bagi karyawan BNI?46. Untuk menjawab permasalahan tersebut akan digunakan Expectation Confirmation Model dari Bhattacherjee (2001) sebagai acuan analisis. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian eksplanatif. Pengambilan sampel penelitian mmenggunakan teknik non probability sampling dengan jumlah sampel sebanyak 106 karyawan BNI?46 yang pernah menggunakan e-learning minimal 1 modul. Teknik analisa data primer memakai korelasi pearson. Instrumen yang dipakai diadaptasi dari Bhattacherjee (2001), Davis (1989). Uji validitasnya menggunakan KMO-Barlet, sedangkan uji reliabilitas menggunakan cronbach's alpha, dengan signifikansi 0,05. Hasil dari penelitian menunjukkan bahwa kelima hipotesa nul ditolak. Ini berarti model ECM yang berasal Bhattarcherjee (2001) merupakan model yang sahih dan ajeg, serta bisa digunakan untuk memprediksi intensi melanjutkan penggunaan elearning pada karyawan BNI-46. Diharapkan hasil penelitian ini selanjutnya bisa berguna sebagai fondasi untuk pengembangan dan modifikasi dari berbagai model untuk diperoleh model yang paling tepat dan kuat dalam memprediksi intensi melanjutkan penggunaan e-learning.

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E-learning implementation in Indonesia started to grow rapidly since 2004. At 2007, BNI as one of the company that has been succeeded to implement e-learning in Indonesia received an award as The Best Online Learning subcategory Company in SWA Award. But then from 2008, there is a decreasing of the e-learning program implementation until 2012. Therefore, purposes of this study are to analyze the correlation of 1) e-learning user?s satisfaction and intention to continue using e-learning program on employees at BNI?46, 2) confirmation and e-learning user?s satisfaction on employees at BNI-46, 3) usefulness of e-learning felt by e-learning user and their satisfaction on employees at BNI?46, 4) usefulness of e-learning felt by e-learning user and intention to continue using e-learning on employees at BNI-46, 5) confirmation and usefulness of e-learning felt by e-learning user on employees at BNI-46. To answer those problems, Expectation Confirmation Model from Bhattacherjee (2001) will be used as reference of analysis. This study used quantitative approach with explanative research method. Using non probability sampling technique with samples consist of 106 employees at BNI?46 whom has used e-learning, minimum 1 modul. Analysis technique of primary data used Pearson Correlation. Instrument used in this study was adapted from Bhattacherjee (2001), Davis (1989). Validation test used KMO-Barlet, while reliability test used cronbach?s alpha, with significant level 0,05. Result of this study shows that all five null of hypothesis are rejected. This means ECM model from Bhattarcherjee (2001) is valid and reliable, and can be used to predict the intention to continue using e-learning on employees at BNI-46. It is expected that result of this study can be utilized as foundation to develop and modify other models in order to obtain the most appropriate and strongest model to predict the intention to continue using BNI e-learning.