Influence of Transformational Leadership and Work Engagement On Innovative Behavior

Abstract

Innovative behavior, employee engagement and transformational leadership are critical variables that should be the focus of every organization’s this era of rapid technological change. This study aims to determine the effect of transformational leadership and work engagement on innovative behavior in the banking industry in Indonesia. The technique sampling is purposive sampling, so the numbers of samples are 378 people. The Data analysis technique is multiple linear regression analysis. The results show that transformational leadership and work engagement have a significant and positive effect on innovative behavior, in which work engagement as a mediating variable will to the positive influence of transformational leadership on innovative behavior. These findings suggest that it is necessary to apply transformational leadership styles and increase employee engagement to improve innovative employee behavior.DOI: 10.15408/etk.v17i2.7427

Relationship Between Employee Engagement and Innovative Behavior: Empirical Study of PT Bank BRI Syariah Tbk in DKI Jakarta, West Java, and Banten

“…Conceptually, this study found that there was a significant positive correlation between the employee engagement and innovative behavior of the employees, particularly among the respondents of this study, which were the employees of Bank BRI Syariah in Jakarta, West Java, and Banten. This study results are in line with the results of previous studies that have found the relation or influence of employee engagement with innovative behavior (Slåtten & Mehmetoglu, 2011;Chang, Hsu, Liou, & Tsai, 2013;Ariyani & Hidayati, 2018;Wu & Wu, 2019).…”

“…It is noteworthy that employee engagement explains a significant percentage (37.7 percent) of the variance in innovative behavior. Research by Ariyani and Hidayati (2018) found that the relationship between the employee engagement variable and the innovative behavior variable was positive and significant with a correlation coefficient (r) of 0.68 (68%).…”

“…Employee engagement is significantly related to performance since many organization scientists have tested empirically this relation (Demerouti et.al., 2010). The positive influence or relation between employee engagement and innovative behavior has been supported by various experts and researchers (Slåtten & Mehmetoglu, 2011;Chang et al, 2013;Kim & Koo, 2017;Ariyani & Hidayati, 2018). Employee engagement leads to innovative behavior, in which employees will go beyond their individual role to collaborate with work partners, give recommendations to increase the organization's quality, and work to increase the organization's position within external environment (Katz & Kahn, 1978).…”

The Effect of Organizational Learning and Work Engagement on Educators Innovative Behavior in Sebasa Polri.

“…This is proven by Agarwal (2014) research by taking employee objects in manufacturing and pharmaceutical companies in Western India and his findings, among others, prove that work engagement has a significant effect on innovative behavior. Likewise, research by Ariyani and Hidayati (2018) and Kim and Park (2017) also found that work engagement was a factor that had a significant effect on innovative behavior. Therefore, this research position means supporting theories and previous studies that show the influence of work engagement to innovative behavior, specifically in this study, which is within the scope of the National Police.…”

Transformational Leadership and Employee Engagement: Empirical Evidence in the Employment Sector for the Plywood Industry in Indonesia

“…Employee engagement has been a hot topic among HR professionals and researchers for the past 20 years (Amor et al, 2020), with some claiming that it is the most important factor in an organization's success (Ariyani& Hidayati, 2018;Besieux et al, 2015;Milhem et al, 2019). Employee engagement refers to how people use their own abilities to execute their jobs (Kahn, 1990).…”