Ethical Leadership Cultivates Innovative Work Behaviors In Employees Work Engagement
DOI:
https://doi.org/10.55356/jksm.v2i3.100Keywords:
Kepemimpinan etis, Perilaku kerja inovatif, Kepemimpinan etisKeterlibatan kerja karyawanAbstract
Studi ini menguji hubungan antara kepemimpinan etis, perilaku kerja inovatif, dan keterlibatan kerja karyawan. Kepemimpinan etis ditandai oleh pemimpin yang menunjukkan integritas, keadilan, dan pengambilan keputusan yang etis, yang pada gilirannya mempengaruhi perilaku dan sikap karyawan di tempat kerja. Temuan penelitian menunjukkan adanya hubungan positif antara kepemimpinan etis dan perilaku kerja inovatif. Karyawan yang memandang pemimpin mereka sebagai teladan etis lebih cenderung terlibat dalam pemecahan masalah kreatif, berbagi pengetahuan, dan mengambil inisiatif proaktif, Selain itu, penelitian ini mengungkapkan bahwa keterlibatan kerja karyawan memediasi hubungan antara kepemimpinan etis dan perilaku kerja inovatif. Keterlibatan kerja merujuk pada tingkat antusiasme, dedikasi, dan keterikatan yang dialami karyawan dalam pekerjaannya. Pemimpin etis yang menciptakan lingkungan kerja yang mendukung dan inklusif menginspirasi tingkat keterlibatan kerja yang lebih tinggi, yang pada gilirannya mendorong karyawan untuk menunjukkan perilaku kerja inovatif. Temuan ini memiliki implikasi signifikan bagi organisasi yang ingin meningkatkan kreativitas, kolaborasi, dan kinerja organisasi. Organisasi dapat mengembangkan kepemimpinan etis dengan mengimplementasikan program pelatihan, mempromosikan nilai-nilai etis, dan memberikan kesempatan kepada para pemimpin untuk mengembangkan keterampilan pengambilan keputusan yang etis. Dengan melakukannya, organisasi dapat membentuk budaya yang mendorong keterlibatan kerja karyawan dan merangsang perilaku kerja inovatif, yang pada akhirnya akan meningkatkan hasil organisasi secara keseluruhan. Secara keseluruhan, studi ini menyoroti pentingnya kepemimpinan etis dalam membentuk perilaku kerja inovatif dan keterlibatan kerja karyawan. Hal ini menekankan peran pemimpin dalam membentuk budaya organisasi dan menciptakan lingkungan yang merangsang kreativitas, kolaborasi, dan perbaikan berkelanjutan.
References
Afsar, B., & Umrani, W. A. (2020). Transformational leadership and innovative work behavior: The role of motivation to learn, task complexity and innovation climate. European Journal of Innovation Management, 23(3), 402–428. https://doi.org/10.1108/EJIM-12-2018-0257
Ahmad, I., Gao, Y., Su, F. and Khan, M. . (2023). Linking Ethical Leadership to followers’ innovative work behavior in Pakistan: the vital roles of psychological safety and proactive personality. European Journal of Innovation Management, 26(3), 755–772. https://www.emerald.com/insight/content/doi/10.1108/EJIM-11-2020-0464/full/html
Banks, G. C., Fischer, T., Gooty, J., & Stock, G. (2021). Ethical Leadership: Mapping the terrain for concept cleanup and a future research agenda. Leadership Quarterly, 32(2), 101471. https://doi.org/10.1016/j.leaqua.2020.101471
Daniel Kindström, Christian Kowalkowski, Erik Sandberg. (2013). Enabling service innovation: A dynamic capabilities approach. Journal of Business Research, 66(8), 1063–1073. https://doi.org/https://doi.org/10.1016/j.jbusres.2012.03.003
David Folarin, K. (2021). Cultivating Millennial Leaders. American Journal of Leadership and Governance, 6(1), 1–7. www.ajpojournals.org
Demirtas, O., Hannah, S. T., Gok, K., Arslan, A., & Capar, N. (2017). The Moderated Influence of Ethical Leadership, Via Meaningful Work, on Followers’ Engagement, Organizational Identification, and Envy. Journal of Business Ethics, 145(1), 183–199. https://doi.org/10.1007/s10551-015-2907-7
Ghozali, I. (2014). Structural Equation Modeling, Metode Alternatif dengan Partial Least Square (PLS) (4th ed.). Badan Penerbit Universitas Diponegoro.
Gottman, J. M., Coan, J., Carrere, S., Swanson, C., Gottman, J. M., Coan, J., Carrere, S., & Swanson, C. (2015). Predicting Marital Happiness and Stability from Newlywed Interactions Published by : National Council on Family Relations Predicting Marital Happiness and Stability from Newlywed Interactions. Journal of Marriage and Family, 60(1), 5–22. https://doi.org/10.1002/job
Hsu, J. L., & Wang, J. H. (2015). Exploring the effects of organizational justice on employees’ innovative behavior in hospitality industry from the aspect of organizational support. Revista de Cercetare Si Interventie Sociala, 49(JUNE), 113–126.
Jin, X., Qing, C., & Jin, S. (2022). Ethical Leadership and Innovative Behavior: Mediating Role of Voice Behavior and Moderated Mediation Role of Psychological Safety. Sustainability (Switzerland), 14(9). https://doi.org/10.3390/su14095125
Kalyar, M. N., Usta, A., & Shafique, I. (2020). When Ethical Leadership and LMX are more effective in prompting creativity: The moderating role of psychological capital. Baltic Journal of Management, 15(1), 61–80. https://doi.org/10.1108/BJM-02-2019-0042
Kock, N. (2015). Common Method Bias in PLS-SEM. International Journal of E-Collaboration, 11(4), 1–10. https://doi.org/10.4018/ijec.2015100101
Lasisi, T. T., Eluwole, K. K., Ozturen, A., & Avci, T. (2020). Explanatory investigation of the moderating role of employee proactivity on the causal relationship between innovation-based human resource management and employee satisfaction. Journal of Public Affairs, 20(2). https://doi.org/10.1002/pa.2051
Liu, X., Huang, Y., Kim, J., & Na, S. (2023). How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience. Sustainability (Switzerland), 15(4). https://doi.org/10.3390/su15043452
Long, T. B., Blok, V., Dorrestijn, S., & Macnaghten, P. (2020). The design and testing of a tool for developing responsible innovation in start-up enterprises. Journal of Responsible Innovation, 7(1), 45–75. https://doi.org/10.1080/23299460.2019.1608785
Mighfar, S. (2015). Social exchange theory : Telaah Konsep George C. Homans Tentang Teori Pertukaran Sosial. LISAN AL-HAL: Jurnal Pengembangan Pemikiran Dan Kebudayaan, 9(2), 259–282. https://doi.org/10.35316/lisanalhal.v9i2.98
Nazir, S., Shafi, A., Atif, M. M., Qun, W., & Abdullah, S. M. (2019). How organization justice and perceived organizational support facilitate employees’ innovative behavior at work. Employee Relations, 41(6), 1288–1311. https://doi.org/10.1108/ER-01-2017-0007
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539–569. https://doi.org/10.1146/annurev-psych-120710-100452
Rathore, N., & Singh, A. (2018). Determinants and Outcomes of Ethical Leadership in Universities: A Scale Development. International Journal on Leadership, 6(1), 7–18. http://esc-web.lib.cbs.dk/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=129632723&site=ehost-live
Ratnawati, D. P. D., & Subudi, M. (2018). Pengaruh Talent Management Terhadap Employee Retention Dengan Employee Engagement Sebagai Variabel Mediasi Fakultas Ekonomi dan Bisnis Universitas Udayana , Bali , Indonesia Persaingan usaha pada era milenium saat ini ditandai dengan perubahan iklim bisni. E-Jurnal Manajemen Unud, 7(11), 6299–6325. https://pdfs.semanticscholar.org/d59d/1eadb840938e934807aa211038023a2a5c7f.pdf
Stoffers, J., van der Heijden, B., & Schrijver, I. (2020). Towards a sustainable model of innovativework behaviors’ enhancement: The mediating role of employability. Sustainability (Switzerland), 12(1). https://doi.org/10.3390/SU12010159
Uppathampracha, R., & Liu, G. (2022). Leading for Innovation: Self-Efficacy and Work Engagement as Sequential Mediation Relating Ethical Leadership and Innovative Work Behavior. Behavioral Sciences, 12(8). https://doi.org/10.3390/bs12080266
Wadei, K. A., Chen, L., Frempong, J., & Appienti, W. A. (2021). The Mediation Effect of Ethical Leadership and Creative Performance: A Social Information Processing Perspective. Journal of Creative Behavior, 55(1), 241–254. https://doi.org/10.1002/jocb.449
Wang, M., Guo, T., Ni, Y., Shang, S., & Tang, Z. (2019). The effect of spiritual leadership on employee effectiveness: An intrinsic motivation perspective. Frontiers in Psychology, 9(JAN), 1–11. https://doi.org/10.3389/fpsyg.2018.02627
Wen, Q., Wu, Y., & Long, J. (2021). Influence of Ethical Leadership on employees’ innovative behavior: The role of organization-based self-esteem and flexible human resource management. Sustainability (Switzerland), 13(3), 1–15. https://doi.org/10.3390/su13031359
