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All Journal SULTANIST: Jurnal Manajemen dan Keuangan
Siti Waliah
Sekolah Tinggi Ilmu Administrasi Bala Putra Dewa
Economics, Econometrics & Finance

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THE ROLE OF JOB CRAFTING, WORK AUTONOMY, PSYCHOLOGICAL EMPOWERMENT IN ENHANCING INNOVATIVE WORK BEHAVIOR AMONG EMPLOYEES IN TECH STARTUP INDONESIA Gloria Miagina Palako Djurubassa; Siti Waliah; Rr. Chusnu Syarifa Diah Kusuma; Rana Nadir Idrees; Pedro P. Raymunde JR
SULTANIST: Jurnal Manajemen dan Keuangan Vol. 13 No. 2 (2025)
Publisher : Sekolah Tinggi Ilmu Ekonomi Sultan Agung Pematangsiantar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37403/sultanist.v13i2.763

Abstract

This research aims to analyse the role of job crafting, work autonomy, and psychological empowerment in increasing innovative work behaviour among technology startup employees in Indonesia. The research population includes employees working in various technology startup companies, with a sample of 200 respondents selected using purposive sampling techniques to ensure representation of individuals directly involved in innovation-based work processes. Data was collected through a structured questionnaire and analyzed using quantitative methods with a Structural Equation Modelling (SEM) approach to test the relationship between variables. The research results show that job crafting and psychological empowerment positively and significantly affect innovative work behaviour. This research also confirms that work autonomy does not significantly influence innovative work behaviour. These findings confirm that when employees can adapt their tasks, gain autonomy in decision making, and feel psychologically empowered, they are more likely to generate new ideas that support organizational growth. Theoretically, this research enriches the literature regarding the determinants of innovative work behaviour in the context of startups in Indonesia.
FOSTERING ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG CIVIL SERVANT: THE ROLES OF GREEN HUMAN RESOURCES MANAGEMENT, ORGANIZATIONAL COMMITMENT, AND PERCEIVED ORGANIZATIONAL SUPPORT Siti Waliah; Reina A. Hadikusumo; Acai Sudirman
SULTANIST: Jurnal Manajemen dan Keuangan Vol. 14 No. 1 (2026)
Publisher : Sekolah Tinggi Ilmu Ekonomi Sultan Agung Pematangsiantar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37403/sultanist.v14i1.934

Abstract

This paper aims to investigate the impact of the GHRM, organizational commitment and perceived organizational support on organizational citizenship behavior among public servants in the Province of South Sumatra, Indonesia. A quantitative study using cross-sectional surveys was conducted with a sample of 250 public servants selected through purposive sampling. The partial least squares structural equation modeling (PLS-SEM) method was used to examine the data structure and a set of meaningful hypotheses, including: Measurement models, Structural models (fit), GHRM has influence and positive significance to OCB, organizational commitment has influence and positive significance to OCB, and perceived organizational support has influence and positive significance to OCB. The research found that GHRM, organizational commitment, and perceived organizational support positively and significantly influence OCB, and that GHRM has the strongest effect on OCB. Also, this research contributes towards Social Exchange Theory, and Organizational Support Theory on the concept of OCB by offering an integrated explanation of OCB's antecedents in the public sector domain. From practical perspective, the result supports managerial insight to develop the human resource strategies in creating a well supportive organizational culture and environment towards the creation of civil servants’ citizenship behaviour, thus increase organizational performance and sustainability
Co-Authors Acai Sudirman Chusnu Syarifa Diah Kusuma Gloria Miagina Palako Djurubassa Pedro P. Raymunde JR Rana Nadir Idrees Reina A. Hadikusumo