Analisis faktor-faktor determinan perilaku inovatif karyawan di organisasi
Article Sidebar
Main Article Content
Abstract
In entrepreneurship, innovation has been seen as one of the crucial aspects that can determine performance. Innovative behavior is also one of the things considered to encourage innovation, especially for individuals who work in creative industry businesses. The purpose of this study was to examine and understand the effect of proactive personality, peer support, and creative self-efficacy on the innovative behavior of creative workers. Through a quantitative approach, this research was conducted on 90 MSME employees in two cities in West Java Province, namely Bandung and Cirebon. The sample in this study was selected using a purposive sampling technique, with criteria for MSME employees who have been running their business for at least 1 year. Researchers
distributed questionnaires to respondents through an online platform. The collected data was then analyzed using multiple regression analysis with the help of SPSS 25 software for windows. The results of this study contribute to the following findings. First, proactive personality was found to have a positive influence on the innovative behavior of entrepreneurs. Second, peer support also has a positive effect on innovative behavior. Finally, this study proves that creative self-efficacy has a positive influence on the innovative behavior of MSME employees in West Java, Indonesia. This research also provides some contributions that can be considered by the literature and practice in business and entrepreneurship, especially in developing countries.
Article Details
References
Ali, Q. and Brandl, J. (2017). HRM research in Pakistan: existing approaches and future
directions. Journal of Management Sciences, 4(2), 174-196.
Alikaj, A., Ning, W., & Wu, B. (2021). Proactive personality and creative behavior: examining
the role of thriving at work and high-involvement HR practices. Journal of Business and
Psychology, 36(5), 857-869.
Amabile, T. M. (2013). Componential theory of creativity. In E. H. Kessler (Ed.), Encyclopedia
of management theory (pp. 135–140). Thousand Oaks, CA: Sage Publications.
Bani-Melhem, S., Zeffane, R., & Albaity, M. (2018). Determinants of employees’ innovative
behavior. International Journal of Contemporary Hospitality Management, 30(3), 1601-
Caniëls, M. C., Semeijn, J. H., & Renders, I. H. (2018). Mind the mindset! The interaction of
proactive personality, transformational leadership and growth mindset for engagement at
work. Career development international, 23(1), 48-66.
Chong, S., Van Dyne, L., Kim, Y. J., & Oh, J. K. (2021). Drive and direction: empathy with
intended targets moderates the proactive personality–job performance relationship via
work engagement. Applied psychology, 70(2), 575-605.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative
review and test of its relations with task and contextual performance. Personnel
Psychology, 64(1), 89–136.
Donia, M., O'Neill, T. A., & Brutus, S. (2015). Peer feedback increases team member
performance, confidence and work outcomes: A longitudinal study. Paper presented at
the Academy of Management Proceedings.
Dokko, G., Kane, A. A., & Tortoriello, M. (2014). One of us or one of my friends: How social
identity and tie strength shape the creative generativity of boundary-spanning ties.
Organization Studies, 35, 703-726.
Eva, N., Meacham, H., Newman, A., Schwarz, G., & Tham, T. L. (2019). Is coworker feedback
more important than supervisor feedback for increasing innovative behavior?. Human
Resource Management, 58(4), 383-396.
Helmy, I., & Pratama, M. P. (2018). Pengaruh proactive personality dan pemberdayaan
psikologis terhadap perilaku inovatif melalui creative self efficacy. Probisnis (e-
Journal), 11(2), 14-21.
Hsiao, C. H., & Wang, F. J. (2020). Proactive personality and job performance of athletic
coaches: organizational citizenship behavior as mediator. Palgrave
Communications, 6(1), 1-8.
Hsu, L.A.M., Hou, S.T., & Fan, H.L. (2011). Creative self-efficacy and innovative behavior in
a service setting: Optimism as a moderator. The Journal of Creative Behavior, 45, 258–
Jiang, Z. (2017). Proactive personality and career adaptability: The role of thriving at work.
Journal of Vocational Behavior, 98, 85–97.
Jiang, W., Gu, Q., & Tang, T. L. P. (2019). Do victims of supervisor bullying suffer from poor
creativity? Social cognitive and social comparison perspectives. Journal of Business
Ethics, 157(3), 865-884.
Joo, B.-K. B., McLean, G. N., & Yang, B. (2013). Creativity and human resource development:
An integrative literature review and a conceptual framework for future research. Human
Resource Development Review, 12, 390–421.
Kim, S.L., Kim, M. and Yun, S. (2017). What do we need for creativity? The interaction of
perfectionism and overall justice on creativity. Personnel Review, 46(1), 154-167.
Kong, Y., & Li, M. (2018). Proactive personality and innovative behavior: The mediating roles
of job-related affect and work engagement. Social Behavior and Personality: an
international journal, 46(3), 431-446.
Lai, F. Y., Lin, C. C., Lu, S. C., & Chen, H. L. (2021). The Role of Team–Member Exchange
in Proactive Personality and Employees’ Proactive Behaviors: The Moderating Effect of
Transformational Leadership. Journal of Leadership & Organizational Studies, 28(4),
-443.
Liu, D., Gong, Y., Zhou, J., & Huang, J.-C. (2017). Human resource systems, employee
creativity, and firm innovation: The moderating role of firm ownership. Academy of
Management Journal, 60(3), 1164–1188.
Maan, A. T., Abid, G., Butt, T. H., Ashfaq, F., & Ahmed, S. (2020). Perceived organizational
support and job satisfaction: a moderated mediation model of proactive personality and
psychological empowerment. Future Business Journal, 6(1), 1-12.
Montani, F., Odoardi, C. and Battistelli, A. (2012). Explaining the relationships among
supervisor support, affective commitment to change, and innovative work behavior: the
moderating role of coworker support. Bollettino di Psicologia Applicata, 264, 43-57.
Nazir, S., Qun, W., Hui, L., & Shafi, A. (2018). Influence of social exchange relationships on
affective commitment and innovative behavior: Role of perceived organizational
support. Sustainability, 10(12), 4418.
Newman, A., Herman, H. M., Schwarz, G., & Nielsen, I. (2018). The effects of employees'
creative self-efficacy on innovative behavior: The role of entrepreneurial
leadership. Journal of Business Research, 89, 1-9.
Pan, J., Liu, S., Ma, B., & Qu, Z. (2018). How does proactive personality promote creativity?
A multilevel examination of the interplay between formal and informal
leadership. Journal of Occupational and Organizational Psychology, 91(4), 852-874.
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive
motivation. Journal of Management, 36(4), 827–856.
Rehman, W. U., Ahmad, M., Allen, M. M., Raziq, M. M., & Riaz, A. (2019). High involvement
HR systems and innovative work behaviour: the mediating role of psychological
empowerment, and the moderating roles of manager and co-worker support. European
Journal of work and organizational psychology, 28(4), 525-535.
Seibert, S. E., Wang, G., & Courtright, S. H. (2011). Antecedents and consequences of
psychological and team empowerment in organizations: A meta-analytic review. Journal
of Applied Psychology, 96, 981–1003
Sijbom, R. B. L., Anseel, F., Crommelinck, M., De Beuckelaer, A., & De Stobbeleir, K. E. M.
(2018). Why seeking feedback from diverse sources may not be sufficient for stimulating
creativity: The role of performance dynamism and creative time pressure. Journal of
Organizational Behavior, 39, 355-368.
Su, F., & Zhang, J. (2020). Proactive personality and innovative behavior: A moderated
mediation model. Social Behavior and Personality: an international journal, 48(3), 1-
Takaishi, K., Sekiguchi, K., Kono, H., & Suzuki, S. (2019). Interactive effects of work
autonomy and proactive personality on innovative behavior. Asian Business
Research, 4(1), 6. Liu, D., Gong, Y., Zhou, J., & Huang, J.-C. (2017). Human resource systems, employee
creativity, and firm innovation: The moderating role of firm ownership. Academy of
Management Journal, 60(3), 1164–1188.
Maan, A. T., Abid, G., Butt, T. H., Ashfaq, F., & Ahmed, S. (2020). Perceived organizational
support and job satisfaction: a moderated mediation model of proactive personality and
psychological empowerment. Future Business Journal, 6(1), 1-12.
Montani, F., Odoardi, C. and Battistelli, A. (2012). Explaining the relationships among
supervisor support, affective commitment to change, and innovative work behavior: the
moderating role of coworker support. Bollettino di Psicologia Applicata, 264, 43-57.
Nazir, S., Qun, W., Hui, L., & Shafi, A. (2018). Influence of social exchange relationships on
affective commitment and innovative behavior: Role of perceived organizational
support. Sustainability, 10(12), 4418.
Newman, A., Herman, H. M., Schwarz, G., & Nielsen, I. (2018). The effects of employees'
creative self-efficacy on innovative behavior: The role of entrepreneurial
leadership. Journal of Business Research, 89, 1-9.
Pan, J., Liu, S., Ma, B., & Qu, Z. (2018). How does proactive personality promote creativity?
A multilevel examination of the interplay between formal and informal
leadership. Journal of Occupational and Organizational Psychology, 91(4), 852-874.
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive
motivation. Journal of Management, 36(4), 827–856.
Rehman, W. U., Ahmad, M., Allen, M. M., Raziq, M. M., & Riaz, A. (2019). High involvement
HR systems and innovative work behaviour: the mediating role of psychological
empowerment, and the moderating roles of manager and co-worker support. European
Journal of work and organizational psychology, 28(4), 525-535.
Seibert, S. E., Wang, G., & Courtright, S. H. (2011). Antecedents and consequences of
psychological and team empowerment in organizations: A meta-analytic review. Journal
of Applied Psychology, 96, 981–1003
Sijbom, R. B. L., Anseel, F., Crommelinck, M., De Beuckelaer, A., & De Stobbeleir, K. E. M.
(2018). Why seeking feedback from diverse sources may not be sufficient for stimulating
creativity: The role of performance dynamism and creative time pressure. Journal of
Organizational Behavior, 39, 355-368.
Su, F., & Zhang, J. (2020). Proactive personality and innovative behavior: A moderated
mediation model. Social Behavior and Personality: an international journal, 48(3), 1-
Takaishi, K., Sekiguchi, K., Kono, H., & Suzuki, S. (2019). Interactive effects of work
autonomy and proactive personality on innovative behavior. Asian Business
Research, 4(1), 6.
Teng, C. C., Hu, C. M., & Chang, J. H. (2020). Triggering creative self‐efficacy to increase
employee innovation behavior in the hospitality workplace. The Journal of Creative
Behavior, 54(4), 912-925.
Tierney, P., & Farmer, S. M. (2011). Creative self-efficacy development and creative
performance over time. Journal of Applied Psychology, 96(2), 277.
Yang, Z., Dai, Z., Yang, Y., Carbonell, J., Salakhutdinov, R. R., & Le, Q. V. (2019). Xlnet:
Generalized autoregressive pretraining for language understanding. Advances in neural
information processing systems, 32.