Article Per Year (5 Year)
p-Index From 2021 - 2026
0.408
P-Index
This Author published in this journals
All Journal Journal Research of Social Science, Economics, and Management Journal of Business, Social and Technology
Laily Musyrifah
Universitas Negeri Jakarta
Economics, Econometrics & Finance Environmental Science Industrial & Manufacturing Engineering Social Sciences

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
A Literature Review on the Role of Job Commitment in Mediating the Effects of Psychological Capital and Organizational Support on Innovative Behavior at the Information and Communication Technology Center of the Ministry of Education, Culture, Research, and Technology Laily Musyrifah; Osly Usman
Journal Research of Social Science, Economics, and Management Vol. 5 No. 11 (2026): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i11.1490

Abstract

In today's rapidly changing organizational landscape, innovation has become a key determinant of competitiveness and sustainability, especially in technology-based public sector organizations. However, fostering innovative work behavior remains a challenge that requires a deep understanding of the psychological and organizational factors that drive it. This research aims to analyze the role of psychological capital and perceived organizational support in encouraging innovative work behaviors with work involvement as a mediating variable in the context of technology-based public organizations. The method used was a non-systematic literature review by analyzing 16 Scopus indexed journal articles relevant to the research variables. The analysis process is carried out through narrative synthesis techniques and thematic analysis to identify patterns of relationships between variables and gaps in the literature. The results showed that psychological capital had a strong relationship with innovative behavior, while perceived organizational support played an external factor that favored the formation of an individual's psychological condition. Additionally, work engagement has been shown to serve as a mediation mechanism that connects individual and organizational resources with innovative behaviors. These findings also show that the relationships between variables are integrative and cannot be partially explained. The conclusions of this study emphasize the importance of integrating psychological resources, organizational support, and work attachment in driving employee innovation. This research contributes to the development of conceptual models of organizational behavior as well as practical implications for innovation-based human resource management.
The Role of Work Attachment as a Mediator of the Influence of Psychological Capital and Organizational Support on Employees' Innovative Behavior Laily Musyrifah; Osly Usman
Journal of Business, Social and Technology Vol. 7 No. 3 (2026): Journal of Business, Social and Technology
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/bustechno.v7i3.690

Abstract

Background: Employee innovation is increasingly important for public organizations that must improve services while operating within procedural constraints. Objective: This study examined whether perceived organizational support (POS) and psychological capital (PsyCAP) explain innovative work behavior (IWB), and whether work engagement carries either effect. Methods: Survey data were obtained from 100 employees of the Technology and Information Data Center, Ministry of Primary and Secondary Education, using simple random sampling. Responses to a five-point Likert instrument were analyzed with PLS-SEM in SmartPLS 4. Measurement quality and structural paths were assessed, followed by bootstrap tests of direct and indirect effects. Results: PsyCAP was associated with IWB (β = 0.628; p = 0.001) and work engagement (β = 0.818; p < 0.001). POS predicted PsyCAP (β = 0.658; p < 0.001) but not IWB directly (β = -0.069; p = 0.265). Work engagement did not significantly predict IWB (β = 0.292; p = 0.070). The indirect POS-PsyCAP-IWB pathway was significant (β = 0.413; p = 0.006), whereas pathways ending through work engagement were not supported. Conclusion: The findings place PsyCAP, rather than engagement, as the principal psychological pathway linking organizational support with innovative behavior.
Co-Authors Osly Usman