When innovation requirements empower individual innovation : the role of job complexity

The purpose of this paper is to contribute to the field's understanding of how to raise individual innovation. Specifically, the authors aim to contribute to an understanding of the interplay of job characteristics and intrinsic motivation for individual innovation

Pengaruh Knowledge Sharing dan Individual Innovation Capability Terhadap Kinerja Karyawan PT ISS Indonesia Surabaya

Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing terhadap kinerja karyawan, pengaruh individual innovation capability terhadap kinerja karyawan, dan pengaruh knowledge sharing dan individual innovation capability terhadap kinerja karyawan Pada PT ISS Indonesia cabang Surabaya. Metode penelitian yang digunakan adalah kuantitatif dengan jenis penelitian explanatory research. Sampel dalam penelitian ini yaitu tidak lebih dari 118 responden. Hasil penelitian menunjukkanbahwa variabel Knowledge Sharing (X1) memiliki nilai koefisien regresi sebesar 0.503 dan nilai signifikansi (Sig.) 0.000 dengan nilai α (derajat signifkansi) 0.05 artinya 0.000 < 0.05 atau terdapat pengaruh yang signifikan dan uji t menunjukkan 4.892 > t tabel(1.67528). Variabel Individual Innovation Capability (X2) memiliki nilai koefisien regresi sebesar 0.276 dan nilai signifikansi (Sig.) 0.002 dengan nilai α (derajat signifkansi) 0.05 artinya 0.002 < 0.05 atau terdapat pengaruh yang signifikan dan uji t menunjukkan 6.291 > t tabel (1.67528). Kesimpulan dari penelitian ini yaitu Knowledge Sharing berpengaruh positif dan signifikan terhadap Kinerja Karyawan, Individual Innovation Capability berpengaruh positif dan signifikan terhadap Kinerja Karyawandan Knowledge Sharing dan Individual Innovation Capability terhadap Kinerja Karyawan karayawan PT ISS Indonesia cabang Surabaya

The mediating role of self-actualization in increasing millennial employee performance.

Performance is the behavior of how the target is achieved. Every company wants employees who have performance in accordance with the standards, set by the company. Employee performance is an action, taken by someone to do a job in a company or organization to show either attitude, ability or achievement with the aim of advancing an organization. The purpose of this study was to examine the effect of individual innovation capability on millennial employee performance, the effect of self-efficacy on millennial employee performance, the effect of self-actualization on millennial employee performance, the effect of individual innovation capability on self-actualization, the effect of self-efficacy on self-actualization, whether self-actualization mediates the effect of Individual innovation capability on millennial employee performance, does self-actualization mediate the effect of self-efficacy on millennial employee performance. Which factor is dominantly influencing the millennial employee performance in the company? This study uses a quantitative method with 132 respondents using SEM and Amos. The results of this study state that individual innovation capability, self-efficacy and self-actualization have a significant positive effect on millennial employee performance. Individual innovation capability and self-efficacy have a significant positive effect on self-actualization. Self-actualization mediates positively and significantly the influence of individual innovation capability and self-efficacy on millennial employee performance. These three factors have the same influence on millennial employee performance

When employee performance management affects individual innovation in public organizations : the role of consistency and LMX

Public sector challenges translate in more complex job demands that require individual innovation. In order to deal with these demands, many public organizations have implemented employee performance management. In a multilevel study, we examine when employee performance management affects individual innovation. We contribute by focusing on consistent employee performance management and Leader-Member Exchange (LMX). Based on goal-setting theory, we first argue that employee performance management fosters individual innovation when it entails consistent subpractices. Subsequently, LMX is theorized to function as a moderator in this linkage. We use multilevel data from 68 elderly homes and 1095 caregivers in Flanders to test our hypotheses. The study reveals that individual innovation is related to consistent employee performance management, and that LMX functions as a moderator in this relationship. Our findings contribute to scholars' understanding of effects from employee performance management in public organizations

The Role of Knowledge Sharing, Job Involment and Individual Innovation Capability on Employee Performance at PT. Bhirowo Jaya Mojokerto

Purpose: The aim of this study was to examine how individual innovation capability, job involvement, and knowledge sharing affect employee performance. Design/methodology/approach: A questionnaire with 65 employees of PT. Birowo Jaya as respondents provided the primary data for this investigation. Purposive sampling was the method of sampling employed in this investigation. Using route analysis, validate this research. Findings: The study's findings indicate that: (1) knowledge sharing positively impacts employee performance; (2) individual innovation capability positively impacts employee performance; (3) job involvement positively impacts employee performance; and (4) knowledge sharing, individual innovation capability, and job involvement positively impact employee performance simultaneously. Paper type: Research pape

The Relationship Between Individual Innovation and Social Entrepreneurship Characteristics of Teacher Candidates

The-2002-Johannesburg-World-Summit and the 2005-2014 period were announced by the United Nations as a period of education focused on sustainable development. With this decision, the issue of sustainability has entered the agenda of education more precisely. Teachers contribute to sustainable development in social life as well as economic sustainable development. For sustainability, teachers need to be social entrepreneurs and innovators. Social entrepreneurship emphasizes sociality and entrepreneurship. Innovation involves innovation that creates value economically and socially. In the literature, there isnot any study aimed at determining the relationship between individual innovation characteristics and social entrepreneurship characteristics of prospective teachers. The aim of this study is to determine the relationship between the prospective teachers' individual innovation characteristics and social-entrepreneurship characteristics. The research was conducted on prospective teachers studying in the education faculties of private universities in Northern-Cyprus. In order to obtain data for the study, “Social Entrepreneurship Characteristics Scale of Prospective Teachers” and “Individual Innovation Scale” were used with permission. The data of the research was analyzed with SEM. IBM SPSS 23.0-program and AMOS-program were used while applying the data analysis process. As a result of the analysis, a strong relationship was found between the social-entrepreneurship traits of trainee teachers and individual innovation traits. Keywords: Innovativeness; individual innovation; entrepreneurship; social entrepreneurship; teacher candidat

The Effect of Digital Talent on Individual Innovation Behavior, Skills of Revolution Industry 4.0 as Mediator Variables

In the face of the Revolution industry 4.0, global connection, artificial intelligence, and automation have disrupted technology. This made the industrial world's development in work competition, not linear and even created new jobs. Digital talent and innovation are needed to face the world of work. This study discusses the construct effect between digital talent, individual innovation behavior, and Skills Revolution Industry 4.0, and the effect of Skills Revolution Industry 4.0) as a mediator to digital talent constructs' relationship. Data collection is obtained directly (face to face).  Samples were previously clustered by sampling technique. Questionnaires use the Likert Scale. Then, the data gotten were processed by SEM-PLS with Software 3.8.2. The result showed that digital talent has a positive effect on individual innovation behavior. This meant that skill of revolution industry 4.0 as a construct mediator was successful. The stronger digital talent influences, the stronger individual innovation behavior influences, and it is accelerated with revolution industry skills 4. This study proposes a model to build mastery of digital talent and individual innovation behavior of Universitas Andalas students through the mastery of skills of revolution 4.0 as a mediator. This research can pave the way to improve students' readiness in facing the world of revolution 4.0, one of which is in the field of digital innovation

Tacit Knowledge Sharing for Individual Innovation Capability at Indonesian SMI

Knowledge sharing is an asset for industrial organizations. These assets play a key role in global competition. Especially in increasing the innovation capacity of Small and Medium Industries (IKM). In this case innovation means introducing new products, making qualitative changes to existing products, introducing new processes in industrial organizations, creating new markets, and developing new sources of raw materials or other inputs. Much knowledge is stored in individuals, which is called tacit knowledge. Sharing tacit knowledge among individuals associated with industry organizations can increase the capacity of innovation previously explained. This study analyzes the relationship between sharing tacit knowledge and organizational innovation capabilities. Certain SMI employees located in Semarang, Central Java were the respondents for this study. Opinions as many as 45 members of each IKM have been analyzed using the hypothesis testing method. Through this research, it is shown that the level of sharing of tacit knowledge influences IKM's innovation ability

Tacit Knowledge Sharing for Individual Innovation Capability at Indonesian SMI

Knowledge sharing is an asset for industrial organizations. These assets play a key role in global competition. Especially in increasing the innovation capacity of Small and Medium Industries (IKM). In this case innovation means introducing new products, making qualitative changes to existing products, introducing new processes in industrial organizations, creating new markets, and developing new sources of raw materials or other inputs. Much knowledge is stored in individuals, which is called tacit knowledge. Sharing tacit knowledge among individuals associated with industry organizations can increase the capacity of innovation previously explained. This study analyzes the relationship between sharing tacit knowledge and organizational innovation capabilities. Certain SMI employees located in Semarang, Central Java were the respondents for this study. Opinions as many as 45 members of each IKM have been analyzed using the hypothesis testing method. Through this research, it is shown that the level of sharing of tacit knowledge influences IKM's innovation ability