The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior

Abstract

The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behavior, organizational learning can have a positive and significant effect on innovative behavior and work engagement, work engagement can have a positive and significant effect on innovative behavior, then work engagement can mediate the positive influence of procedural justice and organizational learning on innovative behavior. The conclusion of this research is procedural fairness,organizational learning and work engagemEnt can increase innovative behavior. Furthermore work attachment can mediate the influence of procedural fairness and organization learning on innovative behavior. Suggestions for IKM batik management are to have emotional closeness such as the availability of leaders to listen to the complaints of employees, the existence of activities such as workshops and exhibitions on a regular basis to trigger increased knowledge so that it is easier to create new ideas.

How do learning organisation and reward system affect lecturers’ innovative work behaviour?

“…It implies that a university with a good learning organisation tends to have high lecturers' IWB. This result is consistent with the reports of Sari and Palupiningdyah (2020) and Handayani et al (2021). The empirical fact indicates universities that provide adequate learning facilitators organised to conduct learning activities in the workplace rather than through formal courses outside tend to stimulate their lecturers to explore available opportunities.…”

“…When these indicators are in excellent and adequate condition, they can be relied on to develop IWB. This is consistent with previous research that learning organisation significantly influences IWB (Soetantyo & Ardiyanti, 2018;Chen et al, 2018;Sari & Palupiningdyah, 2020, Handayani et al, 2021. Accordingly, it promotes the hypothesis (H): H1: Learning organisation has a direct effect on IWB.…”

The influence of transformational leadership on work engagement in the context of learning organization mediated by employees’ motivation

“…In the angle of WE and OL/OLC, wide studies have been done to verify the positive relevant of these two elements covering sectors and industries, and becoming one of the most popular topics companying with the growing importance of OL in academia. It encourages new studies in recent years, like Hanaysha (2016) tested and proved the effects of WE and OL in higher education sector; and Sari and Palupiningdyah (2020) worked on the effect of WE and OL on the innovative behavior. In this article, the authors try to verify the effect of TL on WE to enrich the context of LO.…”

Servant Leadership, Organizational Culture and Organizational Citizenship Behavior on Innovative Work Behavior

“…Prieto & Pérez-Santa-na (2014) revealed that employees are the main source of innovation and the importance of de-veloping innovative work behavior. The ability of human resouces to produce innovation, is a key factors for organization to be able to survive in tight competation (Sari & Palupiningdyah, 2020).…”