The Relationship between Employees and Organizations to Explore the Innovative Behavior for Sustainable Organizations
DOI:
https://doi.org/10.61841/mxw73s02Keywords:
Procedural justice, Work engagement, Trust on Leader, Innovative BehaviorAbstract
The human dimension is the key resource for maintaining organizational competitive advantage and sustainable development. This dimension is related to the processes of generating social health and enhancing employee well being, such as (organizational justice, employe’s work engagement, trust on leader, Innovative behavior) could be a key component of the human dimension of organizational sustainability. The objective of this study is to examine the influence of organizational procedural justice, work engagement, trust on leader on innovative behavior. Sample of this study is 120 employees in television media, on marketing division, technique, program, production, and news in Surabaya. These division have become sample because of the jobs inside that division demand innovation. Data collected with questionnaire and technique analyses using PLS. The result of this study is procedural justice significance influenced to work engagement and trust on leader. Trust on leader and work engagement are significantly influenced by innovative behavior. The implication of this study is organizations must create justice climate so employee perceives well being that they will explore innovative behavior as a human performance to generate organizational sustainability.
Downloads
References
[1] G. Spreitzer, C. L. Porath, and C. B. Gibson 2012 Toward human sustainability Organ. Dyn.
[2] L. Florea, Y. H. Cheung, and N. C. Herndon 2013 For All Good Reasons: Role of Values in Organizational Sustainability J. Bus. Ethics
[3] Y. Cohen-Charash and P. E. Spector 2001 The role of justice in organizations: A meta-analysis Organ. Behav. Hum. Decis. Process.
[4] W. B. Schaufeli, T. W. Taris, and W. Van Rhenen 2008 Workaholism, burnout, and work engagement: Three of a kind or three different kinds of employee well-being? Appl. Psychol.,
[5] T. Akram, M. J. Haider, and Y. X. Feng 2016 The Effects of Organizational Justice on the Innovative Work Behavior of Employees: An Empirical Study from China Autre
[6] S. Karkoulian, G. Assaker, and R. Hallak 2016 An empirical study of 360-degree feedback, organizational justice, and firm sustainability J. Bus. Res.
[7] O. Janssen 2000 Job demands, perceptions of effort-reward fairness and innovative work behaviour J. Occup. Organ. Psychol.
[8] M. Thurlings, A. T. Evers, and M. Vermeulen 2015 Toward model of explaining teachers’ innovative behavior: A literature review Rev. Educ. Res.
[9] W. B. Schaufeli, M. Salanova, V. A. Gon Alez-ro, and A. B. Bakker 2002 The measurement of engagement and burnout: a two sample confirmatory factor analytic approach Happiness Stud.,
[10] A. G. Tekleab, R. Takeuchi, and M. S. Taylor 2005 Extending the chain of relationships among organizational justice, social exchange, and employee reactions: The role of contract violations Acad. Manag. J.
[11] F. Stinglhamber, D. De Cremer, and L. Mercken 2006 Perceived support as a mediator of the relationship between justice and trust: A multiple foci approach Gr. Organ. Manag.
[12] Blau 1965 Exchange and Power in Social Life review Am. J. Sociol.
[13] S. Aryee, P. S. Budhwar, and Z. X. Chen 2002 Trust as a mediator of the relationship between organizational
justice and work outcomes: Test of a social exchange model J. Organ. Behav.,
[14] R. C. Mayer, J. H. Davis, and F. D. Schoorman 1995 An Integrative Model Of Organizational Trust Acad. Manag. Rev.
[15] J. J. Hakanen, R. Perhoniemi, and S. Toppinen-Tanner 2008 Positive gain spirals at work: From job resources to work engagement, personal initiative and work-unit innovativeness J. Vocat. Behav.
[16] A. B. Bakker and E. Demerouti 2007 The Job Demands-Resources model: State of the art Journal of Managerial Psychology
[17] B. L. Fredrickson 2007 The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions Am. Psychol.
[18] A. M. Isen, K. A. Daubman, and G. P. Nowicki 1987 Positive Affect Facilitates Creative Problem Solving J. Pers. Soc. Psychol.
[19] M. C. Andrews and K. M. Kacmar 2001 Discriminating among organizational politics, justice, and support J. Organ. Behav.
[20] J. De Jong and D. Den Hartog 2010 Measuring innovative work behaviour Creat. Innov. Manag.
[21] R. Eriandani, I. Narsa, & A. Irwanto 2019 Environmental Risk Disclosure and Cost of Equity. Polish Journal of Management Studies 19,2 124-31
[22] K. W. Thomas and B. A. Velthouse 2011 Cognitive Elements of Empowerment: An ‘Interpretive’ Model of Intrinsic Task Motivation. Acad. Manag. Rev.
[23] Sukoco, B. M., Hardi, H., & Qomariyah, A. 2018 Social capital, relational learning, and performance of suppliers. Asia Pacific Journal of Marketing and Logistics 30,2 417-37
Downloads
Published
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format for any purpose, even commercially.
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
- The licensor cannot revoke these freedoms as long as you follow the license terms.
Under the following terms:
- Attribution — You must give appropriate credit , provide a link to the license, and indicate if changes were made . You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
Notices:
You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable exception or limitation .
No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as publicity, privacy, or moral rights may limit how you use the material.
