Peran leader member exchange (LMX), kepribadian openness to experiences, dan harmonious passion dalam membentuk perilaku kerja yang inovatif
DOI:
https://doi.org/10.22219/jipt.v10i1.16820Keywords:
Innovative work behavior, leader-member exchange, personality, work passionAbstract
Innovative work behavior is considered an effective predictor of encouraging organizations to adapt to today's uncertain environment. This study aims to determine the harmonious role of the relationship between leader-member exchange and innovative work behavior through the mediation of personality openness to experience. Online survey used to employees from various fields of work in Indonesia. Through the snowball sampling technique, the researchers obtained a total sample of 327 people. The results of the study show that harmonious passion plays an indirect moderating role between leader-member exchange and IWB through openness to experience coefficientR2 of .37 in the model F(6, 320) = 31.27, P<.001. Moderated mediation index (model 14) harmonious relationship significantly moderated indirect relationship between LMX and IWB through openness to experience (b= .06, CI [.01,.11]). Thus, to bring up innovative work behavior in employees, the quality of relationships with superiors, personality, and passion have an important role.
Downloads
References
Afsar, B., Badir, Y., & Bin Saeed, B. (2014). Transformational Leadership And Innovative. Work Behavior. Industrial Management and Data System, 114}(8): 1270-1300. https://doi.org/10.1108/IMDS-05-2014-0152.
Afsar, B. & Masood, M. (2017). Transformational leadership and innovative work behavior among nursing staff. Nursing Inquiry, 24(4), e12188. http://dx.doi.org/10.1111/nin.12188
Afsar, B., & Umrani, W. (2019). Transformational leadership and innovative work behaviour: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management. 1460-1060. http://dx.doi.org/10.1108/EJIM-12-2018-0257
Agarwal, U. A., Datta, S., Blake‐Beard, S., & Bhargava, S. (2012). Linking LMX, innovative work behaviour and turnover intentions. Career Development International, 17(3), 208–230. http://dx.doi.org/10.1108/13620431211241063
Agarwal, U. (2014). Linking justice, trust, and innovative work behaviour to work engagement. Personnel Review, 43(1), 41–73. http://dx.doi.org/10.1108/pr-02-2012-0019
Anderson, N., Potocnik, K., & Zhou, J. (2014). Innovation and creativity in organizations a state-of-the-science review, prospective commentary, and guiding framework. Journal of Management. 40(5), 1297-1333. http://dx.doi.org/10.1177/0149206314527128
Anjani, S. & Gatari, E. (2019). Hubungan openness dan conscientiousness terhadap perilaku kerja inovatif: Peran moderasi dari masa kerja pada perusahaan startup. Jurnal Psikologi Talenta. 4(2). https://doi.org/10.26858/talenta.v4i2.6785
Baard, P.P., Deci, L.D., & Ryan, R.M. (2004). Intrinsic Need Satisfaction: A Motivational Basis of Performance and Weil-Being in Two Work Settings. Journal of Applied Social Psychology. 34(10):2045-2068. https://doi.org/10.1111/j.1559-1816.2004.tb02690.x
Baer, M., & Oldham, G. R. (2006). The curvilinear relation between experienced creative time pressure and creativity: Moderating effects of openness to experience and support for creativity. Journal of Applied Psychology, 91(4), 963–970. https://doi.org/10.1037/0021-9010.91.4.963
Bernerth, J. B., Walker, H. J., & Harris, S. G. (2016). Rethinking the benefits and pitfalls of leader–member exchange: A reciprocity versus self-protection perspective. Human Relations, 69(3), 661–684. https://doi.org/10.1177/0018726715594214
Birkeland, I. K., & Buch, R. (2014). The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism. Motivation and Emotion, 39(3), 392– 408. http://dx.doi.org/10.1007/s11031-014- 9462-x
Blicke, G., Meurs, J. A., Wihler, A., Ewen, C., Plies, A., & Gunther, S. (2013). The Interactive effect of consciousness, openness to experience, and political skill on job performance in complex jobs: The importance of context. Journal of Organizational behavior, 34, 1145-1164. https://doi.org/10.1002/job.1843
Bos-Nehles, A. C. & Veenendaal, A. A.R. (2017). Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate. The International Journal of Human Resource Management, 30(18), 1–23. https://doi.org/10.1080/09585192.2017.1380680
BPS. (2020). Badan Pusat Statistik. Retrieved from Badan Pusat Statistik: https://www.bps.go.id/indikator/indikator/list_/ sdgs_9/
Büschgens, T., Bausch, A., & Balkin, D. B. (2013). Organizational culture and innovation: A meta-analytic review. Journal of Product Innovation Management, 30(4), 763–781. https://doi.org/10.1111/jpim.12021
Burke, R. J., Astakhova, M. N., & Hang, H. (2014). Work passion through the lens of culture: Harmonious work passion, obsessive work passion, and work outcomes in Russia and China. Journal of Business and Psychology, 30(3), 457– 471. http://dx.doi.org/10.1007/s10869-014- 9375-4
Butt, H. P., Tariq, H., Weng, Q., & Sohail, N. (2019). I see you in me, and me in you the moderated mediation crossover model of work passion. Personnel Review, 48(5),1209-1238. http://dx.doi.org/10.1108/PR- 05-2018-0176
Carmeli, A., Meitar, R. & Weisberg, J. (2006). Self‐leadership skills and innovative behavior at work. textit{International Journal of Manpower, 27(1), 75-90. https://doi.org/10.1108/01437720610652853
Carnevale, J.B., Huang, L., Crede, M., & Harms, P.D. (2017). Leading to stimulate employees ideas: A quantitative review of leader-member exchange, employee voice, creativity, and innovative behaviour. Applied Psychology. https://doi.org/10.1111/apps.12102
Chen, C. J. & Huang, J. W. (2009). Strategic human resource practices and innovation performance: the mediating role of knowledge management capacity. textit{Journal of Business Research, 62(1), 104-114. https://doi.org/10.1016/j.jbusres.2007.11.016
Choi, S.L., Goh, C.F., & Adam, M.B.H. et al. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. textit{Hum Resour Health 14(73) . https://doi.org/10.1186/s12960-016-0171-2
Cozby, P. C., & Bates, S. C. (2015). Methods in Behavioral Research (11th ed.). New York, NY: McGraw-Hill.
De Jong, J. P., & Den Hartog, D.(2007). How leaders influence employees' innovative behaviour. European Journal of Innovation Management, 10(1), 41-64. https://doi.org/10.1108/14601060710720546
De Jong, J. P. J., & Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19, 23–36. http://dx.doi.org/10.1111/j.1467-8691.2010.00547.x
Etikariena, A., & Muluk, H. (2014). Hubungan antara memori organisasi dan perilaku inovatif karyawan. Hubs-Asia, 18(2): 77-88
Gong, Z., Zhang, Y., Ma, J., Liu, Y., & Zhao, Y. (2020). Effects of work passion on turnover intention for Chinese government employees: The dualistic model of passion perspective. Journal of Management & Organization, 26(4), 502-518. https://doi.org/10.1017/jmo.2017.71
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2) 219-247. http://dx.doi.org/10.1016/1048-9843(95)90036-5
Graves, L.M., & Luciano, M.M. (2013). Self-determination at work: Understanding the role of leader-member exchange. Motiv Emot 37, 518–536. https://doi.org/10.1007/s11031-012-9336-z
Gravetter, J. P. (2017). Essential Statistics for the Behavioral Sciences. Second Edition: Bonaventure University.
Hammond, 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), 90-105. https://doi.org/10.1037/a0018556.
Hao, P., He, W., & Long, L.-R. (2017). Why and when empowering leadership has different effects on employee work performance: The pivotal roles of passion for work and role breadth self-efficacy. Journal of Leadership & Organizational Studies, 25(1), 85–100. https://doi.org/10.1177/1548051817707517
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis. New York: The Guilford Press.
Hughes. M., Rigtering, J. P. C., Covin, J.G., Bouncken, R.B., & Kraus, S. (2018). Innovative behaviour, trust, and perceived workplace performance. British Journal of Management, 29(4),750-768. http://dx.doi.org/10.1111/1467-8551.12305
Kearney E, & Gebert D. (2009). Managing diversity and enhancing team outcomes: The promise of transformational leadership. J Appl Psychol. 94(1),77-89.https://doi.org/10.1037/a0013077.
Jaiswal, N. K. & Dhar, R. L. (2015). Transformational leadership, innovation climate, creative self-efficacy and employee creativity: A multilevel study. International Journal of Hospitality Management, 51, 30-41. https://ssrn.com/abstract=2669408
Javed, B., Khan, A. K., & Quratulain, S. (2017). Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms. The Journal of Psychology. 152(8), 594-612. https://doi.org/10.1080/00223980.2018.1489767
Javed, B., Naqvi, S. M. M. R., Khan, A. K., Arjoon, S., & Tayyeb, H. H. (2018). Impact of inclusive leadership on innovative work behavior: The role of psychological safety. Journal of Management & Organization, 1–20. https://doi.org/10.1017/jmo.2017.3
Javed, B., Khan, A. K., Arjoon, S., & Mashkoor, M. (2018). Openness to experience, ethical leadership, and innovative work behaviour. The Journal of Creative Behavior. 54. 211-223. https://doi.org/10.1002/jocb.360
Janssen, O. (2000). Job demands, perceptions of effort-reward fairness, and innovative work behaviour. Journal of Occupational and Organizational Psychology, 73(3), 287–302. https://doi.org/10.1348/096317900167038
Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25(2), 201–215. https://doi.org/10.1002/job.238
John, O. (1990). The ‘Big Five’ factor taxonomy: Dimensions of personality in the natural language and questionnaires. In. L.A. Pervin (Ed.), Handbook of personality: Theory and research (pp. 66-100). New York: Guilford Press.
Jiang, Y., & Chen, C. C. (2018). Integrating Knowledge Activities for Team innovation: Effect of transformational leadership. Journal of Management. 44(5), 1819-1847. https://doi.org/10.117/0149206316628641
Karani, A., Deshpande, R., Mall, S., & Jayswal, M. (2021). Testing the link between psychological contract, innovative behavor, and multidimensional well-being during the COVID-19 pandemic. Journal of Sociology and Social Policy. https://doi.org/10.1108/IJSSP-02-2021-0032
Kim, M.S., & Ko, D.W. (2017). Linking LMX, engagement, innovative behavior, and job performance in hotel employees. International Journal of Contemporary Hospitality Management. 29(12), 3044-3062. http://dx.doi.org/10.1108/IJCHM-06-2016-0319
Lee, J. (2007). Effects of leadership and leader-member exchange on innovativeness. Journal of Managerial Psychology, 23(6), 670-68. http://dx.doi.org/10.1108/02683940810894747
Liu, Y., Wang, W., & Chen, D. (2019). Linking ambidextrous organizational culture to innovative behavior: A moderated mediation model of psychological empowerment and transformational leadership. Frontiers in Psychology, 10, 2192. https://doi.org/10.3389/fpsyg.2019.02192
Luu, T. T. (2019). Can diversity climate shape service innovative behavior in Vietnamese and Brazilian tour companies? The role of work passion. Tourism Management, 72, 326–33. https://doi.org/10.1016/j.tourman.2018.12.011
Madrid, H.P., Patterson, M.G., Birdi, K.S., Leiva, P.I., & Kausel, E.E. (2014). The role of weekly high-activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model. Journal of Organizational Behavior, 35, 234–256. https://doi.org/10.1002/job.1867
McCrae, R. R., & Costa, P. T. (1997). Personality trait structure as a human universal. American Psychologist, 52(5), 509–516. https://doi.org/10.1037/0003-066X.52.5.509
Park, S., & Jo, S. J. (2018). The impact of proactivity, leader-member exchange, and climate for innovation on innovative behavior in the Korean government sector. Leadership & Organization Development Journal, 39(1), 130–149. http://dx.doi.org/10.1108/lodj-09-2016-0216
Podsakoff, P.M., MacKenzie, S.B., Lee, J.Y. & Podsakoff, N.P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903. http://dx.doi.org/10.1037/0021-9010.88.5.879
Qu, R., Janssen, O. & Shi, K. (2017). Leader-member exchange and follower creativity: The moderating roles of leader and follower expectations for creativity. The International Journal of Human Resource Management, 28(4), 603-626. https://doi.org/10.1080/09585192.2015.1105843
Ryan, M., Huta, V., & Deci, E. L. (2000). Self-determination theory and the facilitation on intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78. http://dx.doi.org/10.1037//0003-066X.55.1.68
Ryan, M., Huta, V., & Deci, E. L. (2006). Living well : A self-determination theory perspective on eudaimonia. textit{Journal of Happiness Studies}, 9 , 139- 170. http://dx.doi.org/10.1007/s10902-006-9023-4
Ryan, M., Huta, V., & Deci, E. L. (2017). textit{Self-determination theory: basic psychological need in motivation, development, and wellness}. New York: The Guilford Press.
Reis, H. T., Collins, W. A., & Berscheid, E. (2000). The relationship context of human behavior and development. Psychological Bulletin, 126(6), 844–872. https://doi.org/10.1037//0033-2909.126.6.844
Sanders, K., Moorkamp, M., Torka, N., Groeneveld, S. & Groeneveld, C. (2010). “How to support innovative behaviour? the role of LMX and satisfaction with HR practices”. Technology & Investment, 1, 57-66. http://dx.doi.org/10.4236/ti.2010.11007
Saeed, B., Afsar, B., Cheema, S., & Javed, F. (2018). Leader-member exchange and innovative work behavior: The role of creative process engagement, core self-evaluation, and domain knowledge. European Journal of Innovation Management. https://doi.org/10.1108/ EJIM-11-2017-0158
Sartori, R., & Rolandi, A. (2013). Validation study of a model for the assessment of potential in Italian Young Professionals working in medium-sized to large companies in different business sectors. Qual Quant 47, 2729–2737. https://doi.org/10.1007/s11135-012-9683-6
Scott, S.G. & Bruce, R.A. (1994) Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 38, 1442–65.http://dx.doi.org/10.5465/256701
Schermuly, C. C., Meyer, B., & Dämmer, L. (2013). Leader-member exchange and innovative behavior: The mediating role of psychological empowerment. Journal of Personnel Psychology, 12(3), 132–142. https://doi.org/10.1027/18665888/a000093
Shy, J. (2012). Influence of passion on innovative behavior: An empirical examination in peoples Republic of China. African Journal of Business Management, 6(30), 8889-8896. http://dx.doi.org/10.5897/ajbm11.2250
Slåtten, T., Mutonyi, B.R. & Lien, G. (2020). The impact of individual creativity, psychological capital, and leadership authonomy support on hospital employee’s innovative behaviour. BMC Health Service Research, 20:1096. https://doi.org/10.1186/s12913-020-05954-4
Slemp, G.R., Kern, M.L., & Patrick, K.J. et al. (2018). Leader autonomy support in the workplace: A meta-analytic review. Motiv Emot 42, 706–724. https://doi.org/10.1007/s11031-018-9698-y
Sparrowe, R., & Liden, R. (1997). Process and Structure in Leader-Member Exchange. Academy of Management Review, 22(2). https://doi.org/10.5465/amr.1997.9707154068
Vallerand, R. J., Blanchard, C., Mageau, G. A., Koestner, R., Ratelle, C., Leonard, M., & Marsolais, J. (2003). Les passions de l’ame: on obsessive and harmonious passion. Journal of Personality and Social Psychology. 85(4), 756. http://dx.doi.org/10.1037/0022-3514.85.4.765
Vallerand, R. J. (2010). On passion for life activities: The dualistic model of passion. In M. P. Zanna (Ed.), Advances in experimental social psychology, 42, 97–193. Academic Press. https://doi.org/10.1016/S0065-2601(10)42003-1
Volmer, J., Spurk, D., & Niessen, C. (2012). Leader–member exchange (LMX), job autonomy, and creative work involvement. The Leadership Quarterly, 23(3), 456–465. https://doi.org/10.1016/j.leaqua.2011.10.005
Wang, X., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee innovative behavior: Integrating the social network and leader-member exchange perspectives. Journal of Organizational Behavior, 36. http://dx.doi.org/10.1002/job.1994
West, M.A., & Farr, J.L. (1990). Innovation at work: Psychological perspectives. Social Behavior, 4, 15-30.
Woodman, R.W., Sawyer, J.E., & Griffin, R.W. (1993). Toward a Theory of Organizational Creativity. The Academy of Management Review, 18(2). 293-321. http://citeseerx.ist.psu.edu/viewdoc/downloaddoi=10.1.1.333.4871&rep=rep1&type=pdf
Woods, S.A., Lievens, F., De Fruyt, F. & Wille, B. (2013). Personality across working life: the longitudinal and reciprocal influences of personality on work. Journal of Organizational Behaviour, 34(1), S7-S25, http://dx.doi.org/0.1002/job.1863
Woods, S. A., Mustafa, M. J., Anderson, N., & Sayer, B. (2018). Innovative work behavior and personality traits. Journal of Managerial Psychology, 33(1), 29–42. http://dx.doi.org/10.1108/jmp-01-2017-0016
Yesil, S., & Sozbilir, F. (2013). An empirical investigation into the impact of personality on individual innovation behavior in the workplace. Procedia-Social and Behavioral Sciences, 28, 540-551. http://dx.doi.org/10.1016/j.sbspro.20 13.06.474
Yuan, F. & Woodman, R. W. (2010). Innovative behavior in the workplace: the role of performance and image outcomes expectations. Academy of Management Journal, 53(2), 323-342. https://doi.org/10.5465/AMJ.2010.49388995
Zhu, C., & Zhang, F. (2019). How does servant leadership fuel employee innovative behavior? A moderated mediation framework. Asia Pacific Journal of Human Resources. http://dx.doi.org/10.1111/1744-7941.12227
Zigarmi, D., Nimon, K., Houson, D., Witt, D., & Diehl, J. (2009). Beyond engagement: Toward a framework and operational definition for employee work passion. Human Resource Development Review, 8(3), 300–326. http://dx.doi.org/10.1177/1534484309338171
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Brianita Riga Pratiwi, Endang Parahyanti
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with Jurnal Ilmiah Psikologi Terapan agree to the following terms:
- For all articles published in Jurnal Ilmiah Psikologi Terapan, copyright is retained by the authors. Authors give permission to the publisher to announce the work with conditions. When the manuscript is accepted for publication, the authors agree to automatic transfer of the publishing right to the publisher.
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution-ShareAlike 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
