PENGARUH KEPEMIMPINAN AMBIDEXTROUS PADA PERILAKU KERJA INOVATIF DENGAN KOMITMEN BERKELANJUTAN SEBAGAI VARIABEL MEDIASI
(1) Universitas Harapan Medan
(2) Universitas Harapan Medan
(3) Universitas Harapan Medan
(*) Corresponding Author
Abstract
This research aimed to analyze the influence of ambidextrous leadership on innovative work behavior with sustainable commitment as a mediating variable at PT Socfin Indonesia Medan. This research was an associative study with a quantitative approach. The population in this research consisted of 135 individuals, with a sample size of 101 people. The sampling method employed was proportionate stratified random sampling. The data analysis technique used was partial least square (PLS) with the assistance of SmartPLS version 3. This research indicated that the ambidextrous leadership variable positively and significantly influenced innovative work behavior. Ambidextrous leadership also had a positive and significant influence on sustainable commitment. Sustainable commitment had a positive and non-significant influence on innovative work behavior. The sustainable commitment variable did not mediate the influence of ambidextrous leadership on innovative work behavior.
Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan ambidextrous pada perilaku kerja inovatif dengan komitmen berkelanjutan sebagai variabel mediasi di PT Socfin Indonesia Medan. Jenis penelitian ini adalah penelitian asosiatif dengan pendekatan kuantitatif. Populasi dalam penelitian ini berjumlah 135 orang dengan jumlah sampel sebanyak 101 orang. Metode pengambilan sampel adalah proportionate stratified random sampling. Teknik analisis data yang digunakan adalah partial least square (PLS) dengan menggunakan alat bantu Smartpls versi 3. Hasil penelitian ini menunjukkan bahwa variabel kepemimpinan ambidextrous berpengaruh positif dan signifikan pada perilaku kerja inovatif. Kepemimpinan ambidextrous berpengaruh positif dan signifikan pada komitmen berkelanjutan. Komitmen berkelanjutan berpengaruh positif dan tidak signifikan pada perilaku kerja inovatif. Variabel komitmen berkelanjutan tidak mampu memediasi pengaruh kepemimpinan ambidextrous pada perilaku kerja inovatif.
Keywords
Full Text:
PDFReferences
Abdullah, N. H., Shamsuddin, A., Wahab, E., & Abdul Hamid, N. A. (2015). Organizational commitment as a mediator between leadership and innovative behavior. Advanced science letters, 21(5), 1550-1552.
Akram, T., Haider, M. J., & Feng, Y. X. (2016). The effect of organizational justice on the innovative work behavior of employees an empirical study from China. Journal of Creativity and Business Innovation, 2, 114-126.
Allen, Natalie J., & John P. Meyer. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1– 18.
Berraies, S., & Zine El Abidine, S. (2019). Do leadership styles promote ambidextrous innovation? Case of knowledge-intensive firms. Journal of Knowledge Management, 23(5), 836–859. https://doi.org/10.1108/JKM-09-2018-0566
Cole, BM. (2019). Innovate or die: How a lack of innovation can cause business failure. https://www.forbes.com/sites/biancamillercole/2019/01/10/innovate-or-die-how-a-lack-of-innovation-can-cause-business-failure/#60990bff2fcb
Deichmann, D.; Stam, D. (2015). Leveraging transformational and transactional leadership to cultivate the generation of organization-focused ideas. Leadersh. Q. 26, 204–219.
Ghozali, I & Latan, H. (2015). Partial Least Squares: Konsep, Teknik Dan Aplikasi Menggunakan Program SmartPLS 3.0. Semarang: Universitas Diponegoro.
Hakimian, F., Farid, H., Ismail, M. N., & Nair, P. K. (2016). Importance of commitment in encouraging employees’ innovative behaviour. Asia-Pacific Journal of Business Administration.
Imron. (2018). Aspek Spiritualitas Dalam Kinerja. Magelang: Unimma Press
Jong, J., & Hartog, D. (2010). Measuring Innovative Work Behavior. Creative and Innovation Management, 19(1), 23-36.
Kaswan. (2012). Manajemen Sumber Daya Manusia untuk Keunggulan Bersaing Organisasi. Graha Ilmu, Yoyakarta.
Kauppila, O. P., & Tempelaar, M. P. (2016). The social-cognitive underpinnings of employees’ ambidextrous behavior and the supportive role of group managers’ leadership. Journal of management Studies, 53(6), 1019-1044.
Kheng, K. Y., June, S., & Mahmood, R. (2013). The determinants of innovative work behavior in the knowledge intensive business services sector in Malaysia. Asian Social Science, 9(15), 1–15. https://doi.org/10.5539/ass.v9n15p47
Mueller, J., Renzl, B., & Will, M. G. (2020). Ambidextrous leadership: A meta-review applying static and dynamic multilevel perspectives. Review of Managerial Science, 14(1), 37- 59.
Mwesigwa, R., Tusiime, I., & Ssekiziyivu, B. (2020). Leadership styles, job satisfaction and organizational commitment among academic staff in public universities. Journal of Management Development.
Rosing K, Frese M, Bausch A (2011) Explaining the heterogeneity of the leadership-innovation relationship: ambidextrous leadership. Leadersh Q 22:956–974.
Sanders, K., Mookamp, M., Torka, N., Groeneveld, S. & Groeneveld, C. (2010). How to support innovative behavior? The role of LMX and satisfaction with HR practices. Technology and Investment, 1(1), 59- 68.
Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: PT Alfabet.
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: Alfabet, CV.
Tuan Luu, T. (2017). Ambidextrous leadership, entrepreneurial orientation, and operational performance: Organizational social capital as a moderator. Leadership and Organization Development Journal, 38(2), 229-253. http://doi.org/10.1108/LODJ-09-2015-0191
Umam, Khaerul. (2012). Perilaku Organisasi. Cetakan Kedua. Bandung : Pustaka Setia.
DOI: https://doi.org/10.38076/ideijeb.v4i2.172
Article Metrics
Abstract view : 125 timesPDF - 56 times
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 4.0 International License.