Factors of innovative behavior affecting Indonesian lecturers' contextual and task performance
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Author(s)Ririn HandayaniLink to ORCID Index: https://orcid.org/0000-0003-1487-9995
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Widodo WidodoLink to ORCID Index: https://orcid.org/0000-0002-4564-2694
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UmalihayatiLink to ORCID Index: https://orcid.org/0009-0003-3250-1117
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Megawati MegawatiLink to ORCID Index: https://orcid.org/0009-0006-7264-5344
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Jafriansen DamanikLink to ORCID Index: https://orcid.org/0009-0004-0625-5255
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Saptana Tri PrasetiawanLink to ORCID Index: https://orcid.org/0009-0002-0043-7328
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DOIhttp://dx.doi.org/10.21511/kpm.09(1).2025.13
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Article InfoVolume 9 2025, Issue #1, pp. 174-191
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5 Downloads
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Creative Commons Attribution 4.0 International License
This study aims to explore the innovative behavior mediation mechanism to illuminate Indonesian lecturers’ contextual and task performance from the perspectives of talent management, learning organizations, and grit. Three hundred eighty-five lecturers from Indonesian private universities were inadvertently sampled using a Likert scale questionnaire to gather research data. The structural equation modeling method was used to examine the collected data. The results indicated that talent management, learning organization, and grit significantly affect lecturers’ innovative behavior; innovative behavior, in turn, influences lecturers’ contextual and task performance, and talent management, learning organization, and grit also significantly affect lecturers’ contextual and task performance through innovative behavior. Grit has a more substantial influence on lecturers’ innovative behavior than others. It also indirectly influences contextual and task performance through innovative behavior, which is more vital than talent management and learning organizations. This suggests that individual internal factors (grit) tend to have a more substantial influence on individual variables (innovative behavior and performance) than external factors (talent management and learning organizations). In conclusion, this evidence highlights that innovative behavior is crucial in transmitting talent management, learning organization, and grit into lecturers’ contextual and task performance. It provides a new empirical model that theoretically advances studies of higher education management, particularly those concerning the connection between talent management, learning organization, and grit with lecturers’ contextual and task performance through innovative behavior. The findings have practical implications for higher education practice, particularly in improving lecturers’ contextual and task performance through the lenses of talent management, learning organization, grit, and innovative behavior.
- Keywords
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JEL Classification (Paper profile tab)D23, I23, L23, M54
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References81
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Tables5
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Figures2
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- Figure 1. Standardized structural model
- Figure 2. T-value structural model
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- Table 1. Profile of study participants
- Table 2. Descriptive and correlation statistical results
- Table 3. Measurement model result
- Table 4. Hypothesis testing results
- Table A1. Variables, indicators, and items
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Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement
Setyo Riyanto ,
Endri Endri ,
Novita Herlisha
doi: http://dx.doi.org/10.21511/ppm.19(3).2021.14
Problems and Perspectives in Management Volume 19, 2021 Issue #3 pp. 162-174 Views: 13794 Downloads: 8510 TO CITE АНОТАЦІЯTechnological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results.
Acknowledgment
This study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta. -
Perceived health risk, online retail ethics, and consumer behavior within online shopping during the COVID-19 pandemic
Yuniarti Fihartini ,
Arief Helmi ,
Meydia Hassan ,
Yevis Marty Oesman
doi: http://dx.doi.org/10.21511/im.17(3).2021.02
Innovative Marketing Volume 17, 2021 Issue #3 pp. 17-29 Views: 5011 Downloads: 1864 TO CITE АНОТАЦІЯThe risk of virus contracting during the COVID-19 pandemic has changed consumer preference for online shopping to meet their daily needs than shopping in brick-and-mortar stores. Online shopping presents a different environment, atmosphere, and experience. The possibility of ethical violations is higher during online than face-to-face transactions. Therefore, this study was conducted to investigate the influence of perceived health risk and customer perception of online retail ethics on consumer online shopping behavior during the COVID-19 pandemic, involving seven variables, namely perceived health risk, security, privacy, non-deception, reliability fulfillment, service recovery, and online shopping behavior. The data were collected through an online survey by employing the purposive sampling technique to a consumer who has shopped online during the COVID-19 pandemic in Indonesia. 315 valid responses were obtained and analyzed through quantitative method using SEM-Amos. The results showed that perceived health risk and four variables of online retail ethics including security, privacy, reliability fulfillment, and service recovery affected online shopping behavior. Meanwhile, non-deception was found to have an insignificant effect. The coefficient value proved perceived health risk to be more dominant in influencing online shopping behavior than the variables of online retail ethics. Thus, consumers pay more concern for their health during online shopping. However, positive consumer perceptions of the behavior of online retail websites in providing services also can encourage consumers to shop online during this pandemic.
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Human resource management in promoting innovation and organizational performance
I Gede Riana ,
Gede Suparna ,
I Gusti Made Suwandana ,
Sebastian Kot ,
Ismi Rajiani
doi: http://dx.doi.org/10.21511/ppm.18(1).2020.10
Problems and Perspectives in Management Volume 18, 2020 Issue #1 pp. 107-118 Views: 4209 Downloads: 977 TO CITE АНОТАЦІЯHuman resource management (HRM) is one of the elements enabling an organization to remain competitive in turbulence conditions. The effective practice of HRM makes competent and innovative employees contributing to the achievement of organizational objectives. This study aims to analyze HRM practices in creating innovation and organizational performance. The questionnaire was used to measure the respondents’ perceptions of variables used by a Likert scale. A survey of 126 manager samples and middle managers at export-oriented short and medium enterprises (SMEs) in Bali, Indonesia, was conducted to test the model. The analysis has shown that the proposed model was proven to be compliant with the research hypotheses. HRM significantly affects organizational performance and innovation, and it was found out that innovation can improve organizational performance. However, in the process of simultaneous testing, it was found out that innovation cannot improve organizational performance. The lack of attention to investments in human resources became one of the barriers to SMEs in creating innovation.
