PENGARUH ORGANIZATIONAL JUSTICE TERHADAP EMPLOYEE INNOVATIVE WORK BEHAVIOR DENGAN KNOWLEDGE SHARING SEBAGAI VARIABEL MEDIASI PADA PERUSAHAAN TELEKOMUNIKASI DI KOTA SURABAYA

Galuh Oka Pratama, Tuty Lindawati, Julius F Nagel

Abstract


Companies today encourage relying on employees to increase competition, increase effectiveness, and absorb changes in a competitive marketplace. However, innovative work on employees will be difficult to achieve if employee behavior is not treated fairly in the company.

The purpose of this study is to analyze the effect of organizational justice on the innovative work behavior of employees by sharing knowledge as a mediating variable. Respondent samples used were 105 respondents who are the employees of telecommunication industries in Surabaya. Sampling of respondents using non probability sampling by purposive sampling. The data collection tool used is a questionnaire. The data analysis technique used is the Structural Equation Modeling using the AMOS program. The results of this study indicate that organizational justice has a significant positive effect on employee innovative work behavior and knowledge sharing. Meanwhile, knowledge sharing also has a significant positive effect on employee innovative work behavior and is able to mediate the relationship between organizational justice and employee innovative work behavior.

Keywords


Organizational Justice; Innovative Work Behavior; Knowledge Sharing

References


Akram, T., Lei, S., Haider, M.J., & Hussain, S.T. (2020). The impact of organizational justice on employee innovative work behavior: Mediating role of knowledge sharing. Journal of Innovation & Knowledge. 5. 117-129.

Alhady, M., Idris, A., Sawal, M., Azmi, N., & Zakaria, Z. (2011). Knowledge sharing behavior and individual factors: A relationship study in the i-Class environment. In Proceeding of the international conference on management and artificial intelligence. Vol. 6. 137-141.

Al-Zubi, H. A. (2010). A Study of Relationship between Organizational Justice and Job Satisfaction. International Journal of Business and Management. 102-109.

Choi, B., Poon, S. K., & Davis, J. G. (2008). Effects of knowledge management strategy on organizational performance: A complementarity theory-based approach. Omega, 36(2). 235-251.

Ghozali, I. (2017). Model Persamaan Struktural Konsep Dan Aplikasi Dengan Program AMOS 24. Semarang: Universitas Diponegoro.

Hammond, M. M., Neff, N. L., Farr, J. L., Schwall, A. R., & Zhao, X. (2011). Predictors of individual-level innovation at work: A meta-analysis. Psychology of Aesthetics, Creativity, and the Arts. 5(1). 90.

Jakopec, A., & Suanj, Z. (2014). Provjera dimenzionalnosti konstrukta pravednosti organizacijskom kontekstu. Psihologijske teme. 23(2). 305-325.

Janssen, O. (2000). Job demands, perceptions of eVortreward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology. 287302.

Jnaneswar, K., & Gayathri, R. (2020). Organisational justice and innovative behaviour: Is knowledge sharing a mediator?. Industrial and Commercial Training.

Jong, J. D. & Hartog, D. D. (2010). Measuring Innovative Work Behaviour. Creativity and Innovation Management. Vol. 19(1). 23-36.

Kama?ak, R., & Bulutlar, F. (2010). The influence of knowledge sharing on innovation. European Business Review.

Karkoulian, S., Assaker, G., & Hallak, R. (2016). An empirical study of 360-degree feedback, organizational justice, and firm sustainability. Journal of Business Research. 69(5). 1862-1867.

Kerwin, S., Jordan, J. S., & Turner, B. A. (2015). Organizational justice and conflict: Do perceptions of fairness influence disagreement?. Sport Management Review. 18(3). 384-395.

Lin, H. F. (2007). Knowledge sharing and firm innovation capability: an empirical study. International Journal of Manpower. Vol. 28(3/4). 316-332.

Lu, L. H., & Wong, P. K. (2019). Performance feedback, financial slack and the innovation behavior of firms. Asia Pacific Journal of Management. 36(4). 1079-1109.

Perez?Arostegui, M. N., Benitez?Amado, J., & Tamayo?Torres, J. (2012). Information technology?enabled quality performance: an exploratory study. Industrial Management & Data Systems.

Pieterse, A. N., Van Knippenberg, D., Schippers, M., & Stam, D. (2010). Transformational and transactional leadership and innovative behavior: The moderating role of psychological empowerment. Journal of Organizational Behavior. 31(4). 609-623.

Raykov, M. (2014). Employer support for innovative work and employee job satisfaction and job-related stress. Journal of Occupational Health. 12-0192.

Scott, S. G., & Bruce, R. A. (1994). Creating innovative behavior among R&D professionals: the moderating effect of leadership on the relationship between problem-solving style and innovation. In Proceedings of 1994 IEEE International Engineering Management Conference-IEMC'94. 48-55.

Shih, H. A., & Susanto, E. (2011). Is innovative behavior really good for the firm? Innovative work behavior, conflict with coworkers and turnover intention: Moderating roles of perceived distributive fairness. International Journal of Conflict Management.

Sugiyono. (2014). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Penerbit Alfabeta.

Trivellas, P., Akrivouli, Z., Tsifora, E., & Tsoutsa, P. (2015). The impact of knowledge sharing culture on job satisfaction in accounting firms. The Mediating effect of general competencies. Procedia Economics and Finance. 19. 238-247.

Ye?il, S., & Dereli, S. F. (2013). An empirical investigation of the organisational justice, knowledge sharing and innovation capability. Procedia-Social and Behavioral Sciences. 75. 199-208.




DOI: https://doi.org/10.33508/jumma.v10i2.3332

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