Authors retain the copyright without restrictions for their published content in this journal. HSSR is a SHERPA ROMEO Green Journal.
PROACTIVE WORK BEHAVIOR AND INNOVATIVE WORK BEHAVIOR: MODERATING EFFECT OF JOB CHARACTERISTICS
Corresponding Author(s) : M Sandi Marta
Humanities & Social Sciences Reviews,
Vol. 7 No. 6 (2019): November
Purpose of study: This study examined the usefulness of job characteristics as a technique designed to enhance the effect of proactive behavior and innovate work behavior.
Methodology: A field study was conducted with a randomly selected sample of company 145 supervisors of Sharia Bank at West Java Indonesia. This research was used as a quantitative approach to analyze and answer all research questions. And then, hypotheses for direct and moderator effects are tested using hierarchical regression analysis with SPSS as an analysis tool.
Result: Results presented that there is a relation between proactive behavior and innovative work behavior. Furthermore, jobs characteristic strengthens the relationship between proactive behavior and innovative work behavior in Sharia Bank.
Implications: The strategy of job design utilization with job characteristics can trigger people’s innovation behavior who already have self-initiative and this strategy will succeed in Islamic banks that have employees with high initiative.
Novelty/originality: The novelty of this study is the use of job characteristics in strengthening the relationship between proactive behavior and IWB which is very rarely done in banking, especially in Sharia Banking.
Download CitationEndnote/Zotero/Mendeley (RIS)
Bani-Melhem, S., Zeffane, R., & Albaity, M. (2018). Determinants of employees’ innovative behavior. International Journal of Contemporary Hospitality Management, 30(3), 1601–1620. https://doi.org/10.1108/IJCHM-02-2017-0079 DOI: https://doi.org/10.1108/IJCHM-02-2017-0079
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103–118. https://doi.org/10.1002/job.4030140202 DOI: https://doi.org/10.1002/job.4030140202
Beer. (2006). Understanding and Managing Organizational Behavior. Los Alamitos: Delta Publishing Company.
Chougule, M. P. (2018). Empowering youth through youth engagement in social action in India. International Journal of Innovation, Creativity and Change, 4(1), 16–28.
De Jong. (2003). Determinants of Co-Workers ’ Innovative Behaviour : an Investigation Into. International Journal of Innovation Management, 7(2), 189–212. https://doi.org/10.1142/S1363919603000787 DOI: https://doi.org/10.1142/S1363919603000787
De Spiegelaere, S., Van Gyes, G., & Van Hootegem, G. (2018). Job Design and Innovative Work Behavior: One Size Does Not Fit All Types of Employees. Journal of Entrepreneurship, Management and Innovation, 8(4), 5–20. https://doi.org/10.7341/2012841 DOI: https://doi.org/10.7341/2012841
Fisher, C. D. (2002). Antecedents and consequences of real-time affective reactions at work. Motivation and Emotion, 26(1), 3–30. https://doi.org/10.1023/A:1015190007468 DOI: https://doi.org/10.1023/A:1015190007468
Fuller, B., & Marler, L. E. (2009). Change driven by nature: A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior, 75(3), 329–345. https://doi.org/10.1016/j.jvb.2009.05.008 DOI: https://doi.org/10.1016/j.jvb.2009.05.008
Getz, I., & Robinson, A. G. (2003). Innovate or die: Is that a fact? Creativity and Innovation Management, 12(3), 130–136. https://doi.org/10.1111/1467-8691.00276 DOI: https://doi.org/10.1111/1467-8691.00276
Ghitulescu, B. E. (2013). Making Change Happen: The Impact of Work Context on Adaptive and Proactive Behaviors. Journal of Applied Behavioral Science (Vol. 49). https://doi.org/10.1177/0021886312469254 DOI: https://doi.org/10.1177/0021886312469254
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. https://doi.org/10.1016/j.riob.2008.04.002 DOI: https://doi.org/10.1016/j.riob.2008.04.002
Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis. The Designing for Growth Field Book. New York: The Guilford Press. https://doi.org/10.7312/lied18789-006 DOI: https://doi.org/10.7312/lied18789-006
Janssen, O. (2000). Job demands, perceptions of eVort–reward fairness and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73, 287–302. https://doi.org/10.1016/j.aquaculture.2010.01.018 DOI: https://doi.org/10.1016/j.aquaculture.2010.01.018
Kim, T. Y., & Wang, J. (2008). Proactive personality and newcomer feedback seeking: The moderating roles of supervisor feedback and organizational justice. Current Topics in Management, (JANUARY), 91–108. https://doi.org/10.4324/9780203794005-7 DOI: https://doi.org/10.4324/9780203794005-7
Magnusson, D., & Bndler, N. (1977). Personality at the Crossroads: Current Issues in Interactional Psycholog. Erlbaum: Hillsdale, N.J.
Mathuramaytha, C. (2012). The Impact of IC on Innovative Capability Building the sustain competitive advantage on a Resource-Based Perspective of Thailand Industrials.pdf. International Business Management, 6(4), 451–457. https://doi.org/10.3923/ibm.2012.451.457 DOI: https://doi.org/10.3923/ibm.2012.451.457
McShane, S. L., & Glinow, M. A. Von. (2007). Organizational Behavior: Essentials. New York: McGraw-Hill Irwin.
Mischel, W., & Peake, P. K. (1982). Beyond déjà vu in the search for cross-situational consistency. Psychological Review, 89(6), 730–755. https://doi.org/10.1037/0033-295X.89.6.730 DOI: https://doi.org/10.1037/0033-295X.89.6.730
Morrison, E. W., & Phelps, C. C. (1999). Taking charge at work: Extrarole efforts to initiate workplace change. Academy of Management Journal, 42(4), 403–419. https://doi.org/10.2307/257011 DOI: https://doi.org/10.2307/257011
Munir, R., & Beh, L.-S. (2016). Do Personality Traits Matter in Fostering Innovative Work Behavior? The Social Sciences, 11(18), 4393–4398.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2013). Fundamentals of Human Resource Management: Fifth Edition. Australia: McGraw-Hill.
Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3), 607–634. https://doi.org/10.2307/256657 DOI: https://doi.org/10.2307/256657
Parker, S. K., & Collins, C. G. (2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36(3), 633–662. https://doi.org/10.1177/0149206308321554 DOI: https://doi.org/10.1177/0149206308321554
Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636–652. https://doi.org/10.1037/0021-9010.91.3.636 DOI: https://doi.org/10.1037/0021-9010.91.3.636
Purba, S. (2009). Pengaruh Budaya Organisasi, Modal Intelektual, dan Perilaku Inovatif terhadap Kinerja Peminpin Jurusan di Universitas Negeri Medan. Kinerja, 13(2), 150–167.
Rank, J., Pace, V. L., & Frese, M. (2004). Three avenues for future research on creativity, innovation, and initiative. Applied Psychology, 53(4), 518–528. https://doi.org/10.1111/j.1464-0597.2004.00185.x DOI: https://doi.org/10.1111/j.1464-0597.2004.00185.x
Robbins, S. P., & Coulter, M. (2010). Management: Tenth Edition. Jakarta: Erlangga.
Sajiwo, B. (2015). Innovation Culture Seen From Perception of Leadership. Jurnal Online Psikologi, 3(1), 15–22.
Schuler, R. S., & Jackson, S. E. (1997). Strategic Theory Research. Oxlord Blacwell.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580–607. https://doi.org/10.1049/iet-rsn:20080009 DOI: https://doi.org/10.1049/iet-rsn:20080009
Seibert, S. E., Kraimer, M., & Crant, J. M. (2001). What Do Proactive People Do? Personnel Psychology, 54(4), 845–874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x DOI: https://doi.org/10.1111/j.1744-6570.2001.tb00234.x
Tett, R. P., & Burnett, D. D. (2003). A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), 500–517. https://doi.org/10.1037/0021-9010.88.3.500 DOI: https://doi.org/10.1037/0021-9010.88.3.500
Tziner, A., & Latham, G. P. (1989). The Effects of Appraisal Instrument , Feedback and Goal-Setting on Worker Satisfaction and Commitment. Journal of Organizational Behavior, 10(2), 145–153. https://doi.org/10.1002/job.4030100205 DOI: https://doi.org/10.1002/job.4030100205
Weiss, H. M., & Cropanzano, R. (1996). Affective Events Theory: A Theoretical Discussion of The Structure, Cause and Consequences of Affective Experiences at Work. Research in Organizational Behavior, 18, 1–74.
West, M. A., & Farr, J. L. (1990). Innovation and Creativity at Work: Psychological and Organizational Strategies. United States of America: Willey.
Wood, R. E. (1986). Task Complexity: Definition of the Construct. Organizational Behavior and Human Decision Processes, 37, 60–82. https://doi.org/10.1016/0749-5978(86)90044-0 DOI: https://doi.org/10.1016/0749-5978(86)90044-0
Yuan, F.,& Woodman, R. W. (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323–342. https://doi.org/10.5465/amj.2010.49388995 DOI: https://doi.org/10.5465/amj.2010.49388995