Almansour, Y. M., & Minai, M. S. (2012). The Relationship between Organizational Justice Components and Innovative Behavior in Arab Society. Evidence from Government Department in Jordan. Middle-East journal of scientific research 12(1), 46-51.
Amalia, SR (2017). Effect of Person Organization Fit on Innovative Work Behavior Empowerment through Mediation on Employee Psychological as KSPPS in Semarang. Management Analysis Journal,6 (2).
Anders, O. (2001). On differences between Organizational Learning and Learning Organization, 8(3), 125-133.
Bakker, A. B., & Demerouti, E. (2008). Towards a Model of Work Engagement, 13(3), 209-223.
Schepers, P., & Van Den Berg, P. T. (2007). Social Factors of Work-Environment Creativity. Journal of Business and Psychology, 21(3), 407-428.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., & Porter, C. O. L. H. (2001). Justice at the Millennium : A Meta-Analytic Review of 25 Years of Organizational Justice Research. Journal of Applied Psychology. 86.(3), 425-445.
Diniyati,Lia. & Sudarma. (2018). The Effect of Meaning of Work and Psychological Empowerment on Affective Commitment with Work Engagement as an Intervening Variable. Management Analysis Journal, 7(2).
Fredrickson, B. L. (2001). The Role of Positive Emotions in Positive Psychology: The Broaden-And-Build Theory of Positive Emotions. American Psychologist, 56(3), 218.
Ghoniyah, N., & Masurip. (2011). Peningkatan Kinerja Karyawan melalui Kepemimpinan, Lingkungan Kerja dan Komitmen. Jurnal Dinamika Manajemen, 2(2), 118-129.
Hakanen, J. J., Perhoniemi, R., & Toppinen-Tanner, S. (2008). Positive Gain Spirals at Work: From Job Resources to Work Engagement, Personal Initiative and Work-Unit Innovativeness. Journal of Vocational Behavior, 73(1), 78-91.
Hasmarini, D. P. (2008). Pengaruh Keadilan Prosedural dan Distributif terhadap Kepuasan Kerja dan Komitmen Afektif. Jurnal Bisnis Strategi, 17(1), 99-118.
Hernaus, T., Dysvik, A., & Behaviour, O. (2017). The Role of Multilevel Synergistic Interplay among Team Mastery Climate, Knowledge Hiding, and Job Characteristics in Stimulating Innovative Work Behavior. Human Resource Management Journal 27(2), 281-299.
Inoue, A., Kawakami, N., Ishizaki, M., Shimazu, A., Tsuchiya, M., Tabata, M., Akiyama, M., Kitazume, A., & Kuroda, M. (2010). Organizational Justice, Psychological Distress, and Work Engagement in Japanese Workers. International Archives of Occupational and Environmental Health, 83(1), 29-38.
Irawan, L., Sudarma, K., Manajemen, J., Ekonomi, F., Semarang, U. N., & Artikel, I. (2016). Pengaruh Keadilan Distributif dan Keadilan Prosedural pada Komitmen Afektif melalui Kepuasan Kerja. Management Analysis Journal, 5(2), 149-155.
Kiziloglu, M. (2015). The Effect of Organizational Learning on Firm Innovation Capability : An Investigation in the Banking Sector. Global Business and Management Research, 7(3), 17-33.
Kusumawardani, D., & Wulansari, N. A. (2018). The Effect of Humors and Narcissistic Personality on the Innovative Output with Innovative Work Behavior and Adaptability as Variables of Mediation. Management Analysis Journal, 7(3), 352-362.
Lin, H. (2017). A Study of the Influence of Organizational Learning on Employees’ Innovative Behavior and Work Engagement by a Cross-Level Examination. Eurasia Journal of Mathematics, Science and Technology Education, 13(7), 3463-3478.
Martono, S., & Wulansari, N. A. (2018). Remuneration Reward Management System as a Driven Factor of Employee Performance. International Journal of Business and Society, 19, 535-545.
Martono, S., & Putri, V. W. (2018). HRM Practices in Indonesia: The Contributing Power of Embeddedness and Support. Jurnal Dinamika Manajemen, 9(2), 206-217.
Momeni, M., Ebrahimpour, D. H., & Ajirloo, D. M. B. (2014). Surveying the Impact of Inferential Organizational Justice on Innovative Work Behavior. Singapore an Journal of Business Economics and Management Studies, 2 (9).
Radaelli, G., Lettieri, E., Mura, M., & Spiller, N. (2014). Knowledge Sharing and Innovative Work Behaviour in Healthcare: A Micro-Level Investigation of Direct and Indirect Effects. Creativity and Innovation Management, 23(4), 400-414.
Raharjo, D. C., Witiastuti, R. S., Manajemen, J., Ekonomi, F., Semarang, U. N., & Artikel, I. (2016). Variabel Mediasi, 5(4), 347-361.
Ramamoorthy, N., Flood, P. C., Slattery, T., & Sardessai, R. (2005). Determinants of Innovative Work Behaviour : Development and Test of an Integrated Model. Creativity and Innovation Management, 14(2), 142-150.
Ranihusna, D. (2013). Efek Rantai Motivasi pada Kinerja Karyawan. Jurnal Dinamika Manajemen, 1(2), 90-103.
Scott, S. G., Bruce, R. A., Scott, S. G., & Bruce, R. A. (2013). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy of Management Journal, 37(3), 580-607.
Sudarma, K., & Murniasih, E. (2016). Pengaruh Persepsi Dukungan Organisasi dan Kompensasi pada Kinerja Karyawan Dimediasi Komitmen Afektif. Management Analysis Journal, 5(1), 24-35.
Sugiyono. (2011). Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Jerez-Gomez, P., Cespedes-Lorente, J., & Valle-Cabrera, R. (2005). Organizational Learning Capability: A Proposal of Measurement. Journal of Business Research, 58(6), 715-725.
Wahyono, W., Prihandono, D., & Wijayanto, A. (2018). Behavioural Assessment Perspective on Reward System Management and Performance: An Empirical Finding on Indonesian Lecturer. Jurnal Dinamika Manajemen, 9(1), 80-88.
Wuryanti, W., & Setiawan, I. (2017). A Model for Improving Human Resource Performance in the Context of Knowledge Donating. Jurnal Dinamika Manajemen, 8(2), 208-215.
Yuniawan, A., daughter, VW, and Udin (2017). Developing an Alternative Model for the Relationship Among Social Capital, Adaptive-Integrative Leadership, Competitive Advantage, and Organizational Effectiveness. International Journal of Civil Engineering and Technology, 8(11), 52-60.
- Abstract viewed - 619 times
- pdf downloaded - 680 times
Affiliations
Fara Kartika Sari
Unniversitas Negeri Semarang
Palupiningdyah Palupiningdyah
Universitas Negeri Semarang
How to Cite
The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior
Vol 9 No 2 (2020): Management Analysis Journal
Submitted: Jan 24, 2020
Published: Jun 18, 2020
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.