Hubungan Kepribadian Proaktif Dengan Perilaku Kerja Inovatif Pada Generasi Millenial

Authors

  • Dhien Amalia Putri Universitas Surabaya

DOI:

https://doi.org/10.25273/equilibrium.v8i2.7117

Keywords:

Innovative work behavior, millenial generation, proactive personality

Abstract

The millennial generation is the generation that has dominated the labor market in recent years. This generation is being faced with various challenges due to technological developments that are happening. Current technological developments are forcing the players in the goods and service industries to innovate in order to be able to increase the competitiveness of companies. Innovative work behavior can be raised by individuals in several ways, one of which is with a proactive personality. This study aims to measure the relationship between proactive personality with innovative work behavior in the millennial generation. The study was conducted on 315 millennials who are full time employees in goods and services companies in the city of Surabaya. Innovative work behavior is measured using the Innovative Work Behavior Scale, which is proven to be reliable (α = 0.760), while the proactive personality is measured using the Proactive Personality Scale that has proven to be reliable (α = 0.734). The analysis in this study uses Pearson's Product Moment analysis with a significance value of 0,000 (p <0.05) which shows the relationship between proactive personality and innovative work behavior in the millennial generation. These results indicate that the higher the proactive personality an individual has, the higher the innovative work behavior exhibited by the individual. The results of this study also found a significant relationship between sex, years of service and age on innovative work behavior

Downloads

Download data is not yet available.

References

Windiarsih, R & Etikariena, A. (2017).

Hubungan antara kepribadian proaktif

dan perilaku kerja inovatif di BUMN X. Jurnal Psikogenesis, Volume 5, No.2, Desember 2017.

Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of organizational behavior,

(2), 103-118.

Janssen, O. (2000). Job demands, perceptions

of effortâ€reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.

Jones, B. (2012). Innovation and human resources: Migration policies and employment protection policies. NESTA: Compendium of Evidence on the Effectiveness of Innovation Policy Intervention. Manchester, Manchester Institute of Innovation Research, University of Manchester

Liu, Z., Ge, L., & Peng, W. (2016). How organizational tenure affects innovative behavior? The role of culture difference and status determinants. Nankai Business Review

International, 7(1), 99-126.

Patterson, F., Kerrin, M., & Gatto-Roissard, G. (2009). Characteristics and behaviours of innovative people in organisations. Literature Review prepared for the NESTA Policy & Research Unit, 1-63

Scott, S. G., & Bruce, R. A. (1994).

Determinants of innovative behavior:

A path model of individual innovation in the workplace. Academy of management journal, 37(3), 580-607.

Abbas, M and Raja, U. (2015). Impact of Psychological Capital on Innovative Performance and Job Stress. Canadian Journal of Administrative Science, Publish online in Wiley Online Library (wileyonlinelibrary.com) DOI:

1002/CJAS/1314

Agarwal, U.A. (2013). Examining the Impact of Social Exchange Relationships on Innovative Work Behaviour Role of Work Engagement. Team Performance Management, Vol.20 Iss3 ¾ pp.102-

http://dx.doi.org/10.1108/TPM-

-2013-0004

BPS. (2018). Profil Generasi Milenial Indonesia. Jakarta: Kementrian Pemberdayaan Perempuan dan Perlindungan Anak.

Bakker, A.B, and Demerouti, E. (2007). The Job Demand-Resources Model: State of The Art. Journal of Managerial Psychology Vol.22 No.3, 2007, pp.309-

DOI 10.1108/0268394071072215

DuBrin, A. J. (2012). Proactive personality and behavior for individual and organizational productivity. Northamptom: Edward Elgar.

Gunadi, S. (2018). Mengenal 10 ciri generasi millennial.

http://kompasiana.com/mengenal_10_

ciri_generasi_millenial.

Linley, P, Harrington, S & Garcea, N. (2013).

The Oxford Handbook of Positive

Psychology and Work. United States of

America: Oxford University Press.

Sameer, Y.M and Ohly, S. (2017). Innovative behavior of employees: a model of antecendents and consequences, a deeper look at psychological and organizational factors. Faculty of management technology Germany University in Cairo, Working paper no.5 June 2017.

Papalia, D. E, Olds, S.W & Feldman, R. D. (2009). Human Development Pekembangan Manusia. Edisi 10 Buku 1. Jakarta: Salemba Humanika

Downloads

Published

27-07-2020

Issue

Vol. 8 No. 2 (2020)

Section

Articles

License

With the receipt of the article by the Jurnal EQUILIBRIUM Editorial Board and the decision to be published, then the copyright regarding the article will be diverted to EQUILIBRIUM: Jurnal Ilmiah Ekonomi dan Pembelajarannya.

Jurnal Equilibrium has the right to multiply and distribute the article and every author is not allowed to publish the same article that was published in this journal. The manuscript authentic and copyright statement submission can be downloaded on this form.

Fill out the form and submit via email or fax to the following address:

Ramadhan Prasetya Wibawa, S.Pd., M.Pd
Program Studi Pendidikan Ekonomi, Fakultas Keguruan dan Ilmu Pendidikan, UNIVERSITAS PGRI MADIUN
Jl. Setia Budi No. 85 Madiun, East Java, Indonesia
Phone/Fax : +62351462986/+62351459400
email : equilibrium@unipma.ac.id