The Effect of Job Autonomy on Employee Innovative Behavior: The Role of Job Satisfaction as Intervening Variable

Nursiha Ramadani Nasution, Zulkifli Musannip Efendi Siregar, Pristiyono Pristiyono

Abstract


Employee job satisfaction in covid-19 conditions and situations that need to be considered are those employees who work in Micro, Small, and Medium Enterprises (MSMEs) units. Interestingly, peeling employee job satisfaction in scientific studies is expected to provide various inputs to business managers or business owners who are controlled through work autonomy and innovative behavior in organizations. This research was conducted on the community in the Rantaurapat area around. The questionnaires collected were 100 questionnaires, the respondents in this study were 100 respondents. This research is research using quantitative methods, the researcher in this case distributes questionnaires to get data from respondents using Google Form, and then the data is analyzed using the help of SPSS 23 and AMOS version 23. Based on the results of research and discussion that have been trusted in the previous section, it can be concluded that work autonomy can increase job satisfaction in employees and be able to increase employee innovation behavior. The firm that can provide opportunities for their employees to develop and innovate without feeling pressured at work will provide satisfaction to these employees in working and advancing the company. The results of this study also indicate that job satisfaction did not mediate the effect of job satisfaction on innovation behavior, because the direct effect of job autonomy on innovative behavior was greater than indirect effect via job satisfaction.


Keywords


job autonomy; innovative behavior; job satisfaction

Full Text:

PDF

References


Abdullah, Z. (2018). An analysis of factors affecting the investment growth of Indonesian Islamic insurance. 4, 71–81.

Astuti, T. P., Sitawati, R., & Tukijan. (2019). Pengaruh Kreativitas dan Perilaku Inovatif Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Pada Hotel Pandanaran Semarang). Jurnal Ekonomi Manajemen Dan Akuntansi, 47, 53–64.

Bobo, J. (2017). Peningkatan perilaku inovatif melalui komitmen organisasi dan kepuasan kerja. Jurnal Ekonomi Dan Bisnis.

Bradley, S., Taylor, J., & Nguyen, A. (2003). Job autonomy and job satisfaction: new evidence. Management, February, 1–24. https://doi.org/10.1017/CBO9781107415324.004

Burcharth, A., Præst Knudsen, M., & Søndergaard, H. A. (2017). The role of employee autonomy for open innovation performance. Business Process Management Journal, 23(6), 1245–1269. https://doi.org/10.1108/BPMJ-10-2016-0209

Byrne, B. M. (2013). Structural Equation Modeling With AMOS. In Structural Equation Modeling With AMOS. https://doi.org/10.4324/9781410600219

De Jong, J., & Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23–36. https://doi.org/10.1111/j.1467-8691.2010.00547.x

Hargono. (2008). No Title. Kuesioner Responden Yang Terhormat , Saya Edwin Hargono Dari Mahasiswa Fakultas Ekonomi Dan Bisnis Jurusan Manajemen Angakatan 2008 Unika Soegijapranata , Memohon Kesediaan Bapak / Ibu / Saudara Untuk Mengisi Angket Kuesioner Yang Nantinya Berguna Untuk M.

Huda, S., & Bahri, S. (2017). Pengaruh Otonomi Kerja Terhadap Locus Of Control Dengan Kepuasan Kerja Sebagai Pemediasi ( Pada Kantor Dinas Pendidikan Provinsi Aceh ). Jurnal Ilmiah Mahasiswa Ekonomi Manajemen, 1(3), 195–212.

Lucero, B., Ceballos, P. A., Muñoz-Quezada, M. T., Reynaldos, C., Saracini, C., Baumert, B. O., & Wang, X. (2019). Validity and Reliability of an Assessment Tool for the Screening of Neurotoxic Effects in Agricultural Workers in Chile. BioMed Research International, 2019. https://doi.org/10.1155/2019/7901760

Maiti, & Bidinger. (1981). 済無No Title No Title. Journal of Chemical Information and Modeling, 53(9), 1689–1699.

Naqvi, S. M. M. R., Ishtiaq, M., Kanwal, N., & Ali, M. (2013). Impact of Job Autonomy on Organizational Commitment and Job Satisfaction: The Moderating Role of Organizational Culture in Fast Food Sector of Pakistan. International Journal of Business and Management, 8(17), 92–102. https://doi.org/10.5539/ijbm.v8n17p92

Nungky Viana Feranita. (2015). Peran Inovasi dalam Memediasi Pengaruh Kepemimpinan dan Kekuatan Kompetitif Industri terhadap Kinerja Usaha Kecil dan Menengah. Majalah Ekonomi, XIX(1), 47–59.

Pedauga, L., Sáez, F., & Delgado-Márquez, B. L. (2021). Macroeconomic lockdown and SMEs: the impact of the COVID-19 pandemic in Spain. Small Business Economics. https://doi.org/10.1007/s11187-021-00476-7

Prayudhayanti, B. N. (2014). Peningkatan Perilaku Inovatif Melalui Budaya Organisasi. Jurnal Ekobis, 15(2), 19–32.

Rafida, T and Julham, T. (2020). Relationship Following Training and Achievement Motivation with Work Satisfaction Learning Citizens in Mandir Institution Courses and Training of Tanjung Balai City. Budapest International Research and Critics Institute-Journal (BIRCI-Journal). P. 598-604

Saragih, S. (2011). The Effects of Job Autonomy on Work Outcomes: Self Efficacy as an Intervening Variable. International Research Journal of Business Studies, 4(3), 203–215. https://doi.org/10.21632/irjbs.4.3.203-215

Siregar, Z. M. E., Sujana, F. R., Pranowo, A. S., & Supriadi, Y. N. (2021). Job autonomy and innovative work behavior of marketing employees in the automotive industry in Indonesia: The mediating role of organizational commitment. Quality - Access to Success, 22(180), 97–102.

Siregar, Z. M. E., Syahputra, R., & Nasution, S. L. (2020). Pengaruh Keadilan Organisasional terhadap Komitmen Organisasi dengan Mediasi Kepuasan Kerja. JSHP : Jurnal Sosial Humaniora Dan Pendidikan, 4(2), 82–92. https://doi.org/10.32487/jshp.v4i2.833

Soebardi, R. (2012). Perilaku Inovatif. Jurnal Psikologi Ulayat, 1(1), 57–74. https://doi.org/10.24854/jpu12012-10

Sugiyarti, G., & Meiliana, T. W. (2018). Analisis Otonomi Kerja Terhadap Komitmen Organisasi Dan Kepuasan Kerja Dengan Peran Moderasi Budaya Organisasi Pada Pedagang Kaki Lima Di Perumnas Tlogosari Kota Semarang. Jurnal Ilmiah UNTAG Semarang, 7(2), 90–96.

Sujarwo, A., & Wahjono. (2017). Pengaruh Motivasi Kerja dan Perilaku Inovatif Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Kasus pada LKP ALFABANK Semarang). Infokam, 1, 63–71.

Sunariani, N. N., Suryadinata, A. O., & Mahaputra, I. I. R. (2017). Pemberdayaan usaha mikro kecil dan menengah (umkm) melalui program binaan di provinsi Bali. Jurnal Ilmiah Manajemen Dan Bisnis, 2(1), 1–20.

Swaroop, P., & Dixit, V. (2018). Employee engagement, work autonomy and innovative work behaviour: An empirical study. International Journal of Innovation, Creativity and Change, 4(2), 158–176.

Yilmaz, M., Dişsiz, G., Demir, F., Irız, S., & Alacacioglu, A. (2017). Reliability and validity study of a tool to measure cancer stigma: Patient version. Asia-Pacific Journal of Oncology Nursing, 4(2), 155. https://doi.org/10.4103/apjon.apjon_10_17




DOI: https://doi.org/10.33258/birci.v4i2.1994

Article Metrics

Abstract view : 521 times
PDF - 278 times

Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

 

Creative Commons License
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.