Job Autonomy sebagai Moderator pada Pengaruh Job Insecurity terhadap Perilaku Kerja Inovatif

Abstract

This study aims to examine the role of job insecurity towards innovative work behavior with job autonomy as a moderator. The concept of the three variables were tested using the theoretical concepts of job demand and job control. In the condition of "active job", individuals can produce ideas and innovations in responding to work conditions. Previous studies show that active jobs can be obtained when there is a high interaction between high job demand and job control. Based on these studies it can be assumed that job insecurity (job demand) and job autonomy (job control) will influence innovative work behavior. This study used a quantitative approach by using SEM-PLS to analyze data. A total of 194 participants in a manufacturing industry, primarily from its production units, were involved in this study. The results show that job insecurity has a negative significant effect on innovative work behavior while job autonomy has a positive significant effect on the variable. The moderation test of job autonomy on the effect of job insecurity on innovative work behavior show no significant result. The strict operational standard procedure in the production unit is assumed as one of the factors that makes job autonomy does not play a role in reducing the negative influence of job insecurity on innovative work behavior.

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

“…Based on the explanation above, it can be seen that UFO Elektronika employees have a low level of job insecurity because they get good treatment from superiors so that employees have a high level of innovative work behavior that can make employees able to work well together in advancing the company. The results of this test are in line with the research of Probst et al (2020), Hootegem et al (2017, Choi et al (2018), Ardy (2018), andLudy (2019).…”

“…Employees feelings of job insecurity can affect innovative work behavior because the innovation process requires long-term incentives and employees tend to choose not to innovate because innovative work behavior can lead to worsening relationships with colleagues and supervisors so that employee innovations run the risk of conflict with other employees who want to reject or can't accept change. Probst et al (2020), Hootegem et al (2017), Choi et al (2018), Ardy (2018), andLudy (2019) found that the effect of job insecurity on innovative work behavior was negative and significant. However, in contrast to Bani-Melhem et al (2018), Kurniawan (2019), and Niesen et al (2018) which states that job insecurity cannot affect innovative work behavior.…”

Tingkat Kecerdasan Emosional Dan Kontrol Diri Remaja Sekolah Teknik Di Jakarta Terhadap Tingkat Agresivitas

“…Jika remaja tidak mampu membawa diri dalam kontrolnya artinya tidak mampu menahan dorongan-dorongan dari dalam diri dalam bentuk perilaku agresif. Selain itu remaja dapat termotivasi karena adanya kepuasan kerja yange telah dilakukan dalam teknik industri saat ini (Rarindo & Satata, 2021).…”

Pengaruh Kepemimpinan Transformasional terhadap Kinerja Karyawan melalui Otonomi Kerja

“…Otonomi kerja adalah situasi ketika sebuah pekerjaan mampu menumbuhkan rasa bebas yang bertanggung jawab, kebijaksanaan serta kemandirian dalam pengaturan jadwal kerja serta penentuan prosedur yang harus digunakan (Aprilia & Prasetyo, 2019). Lebih jauh lagi memberikan otonomi kerja ini akan berdampak pada peningkatan kebebasan untuk melakukan inovasi yang mampu menumbuhkan perilaku kerja yang inovatif lewat ide dan gagasan dalam pekerjaan ketika karyawan dihadapkan pada kondisi tertekan (Ardy & Fajrianthi, 2019). Tiga indikator dari Huda & Bahri (2017) dalam otonomi kerja yaitu: metode kerja, penjadwalan kerja, dan kriteria kerja.…”