Innovative work behavior is one of the keys to trust and success for organizations. In this era, how to form employees is a challenge and important for innovative organizations to see the factors that cause innovative behavior in their employees. This study involved three variables, namely openness to experience, ambidextrous organizational culture, and innovative work behavior. By using 3 measuring instruments, namely The Big Five Personality Inventory (BFI), Innovation Behavior Scale, and Ambidextreus Organizational Scale, as many as 127 respondents were obtained using the bold self-report method. Researchers examined the moderating role of ambidextrous organizational culture as analyzed by the PROCESS statistical technique developed by Hayes. The results showed a positive relationship between OTE and ambidextrous organizational culture was proven to be a significant predictor of employee innovative work behavior. F = 25.1475, p < .001, R2 = .384. From these results, it can be calculated that 38.4% variants of the two predictions have a significant effect on innovative work behavior. However, through the analysis it is also known that there is no significant interaction between the ambidextrous organizational culture variables, thus the the first hypothesis is accepted but not the second hypothesis. The result of this research can help companies to identify openness traits of the prospective employees.
Innovative work behavior is considered an effective predictor of encouraging organizations to adapt to today's uncertain environment. This study aims to determine the harmonious role of the relationship between leader-member exchange and innovative work behavior through the mediation of personality openness to experience. Online survey used to employees from various fields of work in Indonesia. Through the snowball sampling technique, the researchers obtained a total sample of 327 people. The results of the study show that harmonious passion plays an indirect moderating role between leader-member exchange and IWB through openness to experience coefficientR2 of .37 in the model F(6, 320) = 31.27, P<.001. Moderated mediation index (model 14) harmonious relationship significantly moderated indirect relationship between LMX and IWB through openness to experience (b= .06, CI [.01,.11]). Thus, to bring up innovative work behavior in employees, the quality of relationships with superiors, personality, and passion have an important role.
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