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All Journal Jurnal Fakultas Ekonomi : OPTIMAL Assets : Jurnal Ekonomi, Manajemen dan Akuntansi Jurnal Al-Iqtishad Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Journal of Economic, Bussines and Accounting (COSTING) Fokus Ekonomi Applied Information System and Management Petra International journal of Business Studies (IJBS) Jurnal Pengembangan Wiraswasta EQIEN - JURNAL EKONOMI DAN BISNIS Jesya (Jurnal Ekonomi dan Ekonomi Syariah) Jurnal Manajerial Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen Business Innovation and Entrepreneurship Journal Jurnal Mantik Maker: Jurnal Manajemen Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Jurnal Muara Ilmu Ekonomi dan Bisnis Diklat Review : Jurnal manajemen pendidikan dan pelatihan JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) BENING Journal of Research in Business, Economics, and Education Journal of Business, Management, and Accounting Jurnal Manajemen Bisnis dan Kewirausahaan Enrichment : Journal of Management Journal of Management and Bussines (JOMB) Journal of Industrial Engineering & Management Research (JIEMAR) JPM: JURNAL PENGABDIAN MASYARAKAT Yayasan Cita Cendikiawan Al Khwarizmi Indonesian Journal of Society Engagement (IJSE) Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Oikonomia: Jurnal Manajemen Daengku: Journal of Humanities and Social Sciences Innovation Dynamic Management Journal International Journal of Applied Finance and Business Studies MASTER: Jurnal Manajemen Strategik Kewirausahaan International Journal of Management Science and Information Technology (IJMSIT) East Asian Journal of Multidisciplinary Research (EAJMR) KOMMAS: Jurnal Pengabdian Kepada Masyarakat Abdi Jurnal Publikasi Indonesian Management and Accounting Research Management Research Studies Journal Jurnal Perspektif Manajerial dan Kewirausahaan (JPMK) Jurnal Lentera Pengabdian International Journal of Multidisciplinary Approach Research and Science Proceeding International Pelita Bangsa Central Community Development Journal Dedikasi : Jurnal Pengabdian Lentera Review: Journal of Multidisciplinary in Social Sciences Jurnal Imiah Pengabdian Pada Masyarakat (JIPM) Asian Journal of Management, Entrepreneurship and Social Science
Muhamad Ekhsan
Universitas Pelita Bangsa
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Peran Innovative Behavior Sebagai Mediasi Pada Pengaruh Employee Engagement Terhadap Employee Performance Magfijar, Faraz Muhammad; Ekhsan, Muhamad
Oikonomia: Jurnal Manajemen Vol. 20 No. 2 (2024): Oikonomia: Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47313/oikonomia.v20i2.3659

Abstract

Penelitian ini memiliki tujuan yaitu untuk mengetahui pengaruh keterlibatan karyawan terhadap kinerja karyawan yang dimediasi oleh perilaku inovatif di Perusahaan Elektronik di Kawasan Industri Jababeka. Metodologi Penelitian ini dilakukan dengan metode kuantitatif dan datanya berasal dari data primer.Populasi yang digunakan adalah karyawan Perusahaan Elektronik di Kawasan Industri Jababeka. Jumlah sampel yang diambil secara random menggunakan rumus Hair et al. adalah 65 responden. Data dikumpulkan melalui penggunaan formulir Google Form saat mengisi survei online. Program software Smart PLS versi 3.0 digunakan untuk melakukan analisis data penelitian ini. Temuan Hasil penelitian ini menunjukkan bahwa keterlibatan karyawan berpengaruh signifikan terhadap kinerja karyawan, perilaku inovatif berpengaruh signifikan terhadap kinerja karyawan, dan keterlibatan karyawan berpengaruh signifikan terhadap perilaku inovatif. Perilaku inovatif juga berpengaruh positif dalam memediasi hubungan antara keterlibatan karyawan dan kinerja karyawan.Saran memperluas populasi dan sampel dari berbagai perusahaan elektronik di beberapa kawasan industri. agar mendapatkan hasil yang lebih representatif.
The Effect of Supervisor Support and Teamwork on Employee Performance Mediated by Job Satisfaction Gilang Tri Amanda; Ekhsan, Muhamad
Indonesian Management and Accounting Research Vol. 23 No. 2 (2024): Indonesian Management and Accounting Research
Publisher : Lembaga Penerbit Fakultas Ekonomi dan Bisns, Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/ej8rd974

Abstract

The purpose of this study is to determine how teamwork and supervisor support impact employee performance and job satisfaction as a mediating variable. This study used quantitative methods, and SmartPLS 3 software was used to conduct Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis. The sample consisted of 450 people selected from three electronic companies in the EJIP Cikarang area. The results of this study show that supervisor support and teamwork have an effect on employee performance, and job satisfaction also has an effect. In addition, this study shows that supervisor support and teamwork affect employee performance indirectly through the mediation of job satisfaction. This finding shows how important the role of job satisfaction is as a mediator between supervisor support and teamwork in employee performance. Managerial implications include the importance of improving the quality of supervision, building effective teamwork, and identifying factors that increase employee job satisfaction. Also discussed are the limitations of the study and suggestions for future research.
PENGARUH EMPLOYEE ENGAGEMENT DAN WORK-LIFE BALANCE YANG DI MEDIASI OLEH JOB SATISFACTION TERHADAP TURNOVER INTENTION Yuliani, Yuliani; Ekhsan, Muhamad
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 8 No. 1 (2024): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v8i1.28170

Abstract

Di era globalisasi saat ini, pengelolaan sumber daya manusia menjadi faktor krusial bagi kesuksesan sebuah perusahaan. Jika pengelolaan sumber daya manusia tidak berhasil, perusahaan harus berupaya mempertahankan karyawannya karena karyawan cenderung ingin mengundurkan diri. Keterlibatan karyawan dalam perusahaan berkaitan erat dengan rendahnya keinginan karyawan untuk meninggalkan perusahaan tersebut. Karyawan yang mampu menyeimbangkan pekerjaan dan kehidupan pribadinya mungkin memiliki keinginan yang sangat rendah atau bahkan tidak ada untuk pindah ke tempat lain. Namun, semakin tinggi kepuasan karyawan terhadap pekerjaannya, semakin besar pula keinginannya untuk meninggalkan perusahaan. Penelitian ini dilakukan untuk memahami pengaruh keterlibatan karyawan, keseimbangan kehidupan kerja, serta kepuasan kerja terhadap niat berpindah karyawan PT. EPS Indonesia. Data awal penelitian diperoleh melalui penyebaran kuesioner kepada seluruh karyawan di perusahaan tersebut, dengan menerapkan sampling purposive yang menghasilkan 80 responden. Analisis data kuantitatif dilakukan menggunakan Structural Equation Modeling dengan aplikasi SmartPLS versi 3.0. Hasil penelitian menunjukkan bahwa kepuasan kerja karyawan tidak berdampak signifikan terhadap niat berpindah, dan kepuasan kerja juga tidak memediasi hubungan antara keterlibatan karyawan serta keseimbangan kehidupan kerja dengan niat berpindah. Temuan penelitian ini diharapkan dapat memberikan masukan bagi PT. EPS Indonesia.   In the current era of globalization, human resource management is a crucial factor for the success of a company. If human resource management is not successful, companies must try to retain their employees because employees tend to want to resign. Employee engagement in the company is closely related to the low desire of employees to leave the company. Employees who are able to balance their work and personal lives may have very low or no desire to move elsewhere. However, the higher the employee's satisfaction with their job, the greater the desire to leave the company. This study was conducted to understand the influence of employee engagement, work-life balance, and job satisfaction on the intention to move of PT EPS Indonesia employees. The initial research data was obtained through distributing questionnaires to all employees in the company, by applying purposive sampling which resulted in 80 respondents. Quantitative data analysis was conducted using Structural Equation Modeling with the SmartPLS version 3.0 application. The results showed that employee job satisfaction did not have a significant impact on turnover intention, and job satisfaction also did not mediate the relationship between employee engagement and work-life balance with turnover intention. The findings of this study are expected to provide input for PT EPS Indonesia.  
PENGARUH ORGANIZATIONAL COMMITMENT TERHADAP EMPLOYEE PERFORMANCE MELALUI MEDIASI JOB SATISFACTION Safa'Atturrizky, Muhammad; Ekhsan, Muhamad
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 8 No. 1 (2024): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v8i1.29106

Abstract

Penelitian ini menggunakan kepuasan kerja (JS) sebagai variabel mediasi untuk menguji hubungan antara komitmen organisasi (OC) dan kinerja karyawan (EP). Enam puluh enam pekerja dari tiga perusahaan manufaktur di Kawasan Industri EJIP menjadi sampel penelitian. SmartPLS 3 digunakan untuk analisis data Structural Equation Modeling (SEM) berbasis varian. Temuan menunjukkan korelasi positif antara peningkatan kinerja karyawan dan komitmen organisasi yang tinggi. Di sisi lain, kinerja karyawan tidak dipengaruhi secara signifikan oleh kepuasan kerja. Terlepas dari kenyataan bahwa kepuasan kerja dan komitmen organisasi berkorelasi positif, kepuasan kerja tidak berperan sebagai faktor mediasi dalam dampak komitmen organisasi terhadap kinerja karyawan. Dengan kata lain, rasa loyalitas yang kuat terhadap perusahaan dapat meningkatkan produktivitas karyawan tanpa memerlukan peningkatan kepuasan kerja. Tidak ada variabel mediasi yang signifikan antara kinerja karyawan dan komitmen organisasi yang berhubungan dengan kepuasan kerja. Pemahaman bahwa organisasi harus berkonsentrasi pada upaya mengembangkan komitmen organisasi yang kuat dari karyawan daripada hanya meningkatkan kepuasan kerja adalah kontribusi penelitian ini untuk meningkatkan kinerja karyawan.   This study uses job satisfaction (JS) as a mediating variable to examine the relationship between organizational commitment (OC) and employee performance (EP). Sixty-six workers from three manufacturing companies in the EJIP Industrial Estate made up the research sample. SmartPLS 3 was utilized for variant-based Structural Equation Modeling (SEM) data analysis. The findings demonstrated a positive correlation between increased employee performance and high organizational commitment. On the other hand, employee performance is not significantly impacted by job satisfaction. Despite the fact that job satisfaction and organizational commitment are positively correlated, job satisfaction does not act as a mediating factor in the impact of organizational commitment on employee performance. Put another way, a strong sense of loyalty to the company can enhance worker productivity without requiring a rise in job satisfaction. There is no significant mediating variable between employee performance and organizational commitment that is related to job satisfaction. The understanding that organizations should concentrate on efforts to develop strong organizational commitment from employees rather than just increasing job satisfaction is the research's contribution to improving employee performance.
MAXIMIZING EMPLOYEE PERFORMANCE AT PT. OAJ CARTON BOX: EXPLORING THE INFLUENCE OF TALENT MANAGEMENT, KNOWLEDGE MANAGEMENT, AND EMPLOYEE ENGAGEMENT Andini, Serly; Ekhsan, Muhamad
Jurnal Muara Ilmu Ekonomi dan Bisnis Vol. 8 No. 1 (2024): Jurnal Muara Ilmu Ekonomi dan Bisnis
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat, Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmieb.v8i1.29504

Abstract

Penelitian ini bertujuan menganalisis dampak talent management dan knowledge management terhadap kinerja karyawan dengan employee engagement sebagai perantara di PT Oriental Asahi JP (OAJ) Carton Box. Teknik pengambilan sampel yang digunakan adalah sampling jenuh dan diperoleh sampel yang terdiri dari 84 karyawan yang mengisi kuesioner. Data dianalisis secara kuantitatif menggunakan perangkat lunak SmartPLS 3.0. Hasil analisis menunjukkan bahwa talent management tidak secara signifikan memengaruhi kinerja karyawan, sementara knowledge management memiliki dampak positif yang signifikan. Baik talent management maupun knowledge management berpengaruh positif terhadap employee engagement, yang selanjutnya memengaruhi kinerja karyawan secara positif. Employee engagement berperan sebagai mediator antara talent management, knowledge management, dan kinerja karyawan. Meskipun talent management tidak langsung berdampak pada kinerja karyawan, namun melalui employee engagement, pengaruhnya dapat terwujud. Oleh karena itu, perusahaan perlu fokus pada peningkatan employee engagement selain manajemen talenta dan pengetahuan untuk meningkatkan kinerja karyawan.   This study aims to analyze the impact of talent management and knowledge management on employee performance, with employee engagement serving as a mediating variable, in the context of PT Oriental Asahi JP (OAJ) Carton Box. The sampling technique used was saturated sampling and obtained a sample consisting of 84 employees who filled out the questionnaire. The data was analyzed quantitatively using the SmartPLS 3.0 software. The results of the analysis reveal that talent management does not have a significant effect on employee performance, while knowledge management has a significant positive impact. Both talent management and knowledge management positively influence employee engagement, which in turn positively affects employee performance. Employee engagement acts as a mediator between talent management, knowledge management, and employee performance. Although talent management does not directly impact employee performance, its influence can be realized through employee engagement. Therefore, companies need to focus on improving employee engagement, in addition to effective talent and knowledge management, in order to enhance employee performance.
Pengaruh quality work of life dan job satisfaction terhadap employee performance dimediasi oleh organizational citizenship behavior pada PT Asahi Sukses Industri Luthtamy, Luthtamy; Ekhsan, Muhamad
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 2 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i2.28378

Abstract

This research was conducted to evaluate the impact of quality of work life and job satisfaction on employee performance with the mediation of organizational citizenship behavior at PT Asahi Sukses Industri. The research population involved operational staff from PT Asahi Sukses Industri employees, with a sample of 51 people. Data processing was done using the Structural Equation Modeling (SEM) method with the help of SmartPLS 3. The findings indicate that quality of work life negatively affects employee performance, while job satisfaction has a significant effect. Likewise, organizational citizenship behavior significantly influences employee performance. Additionally, quality of work life negatively impacts organizational citizenship behavior, while job satisfaction shows a significant effect. Furthermore, the mediation of organizational citizenship behavior does not affect the relationship between quality of work life and employee performance, unlike job satisfaction. These findings provide valuable insights for PT Asahi Sukses Industri in managing these factors to improve employee performance and satisfaction. Penelitian ini dilakukan bertujuan untuk mengevaluasi dampak dari kualitas kehidupan kerja dan kepuasan kerja terhadap performa para karyawan dengan mediasi perilaku kewargaan organisasional di PT Asahi Sukses Industri. Populasi penelitian melibatkan pegawai operasional dari karyawan PT Asahi Sukses Industri, dengan sampel sebanyak 51 orang pegawai. Pengolahan data dilakukan dengan metode Structural Equation Modeling (SEM) menggunakan bantuan SmartPLS 3. Temuan dari penelitian mengindikasikan bahwa kualitas kehidupan kerja berpengaruh negatif terhadap kinerja para pegawai, sedangkan kepuasan kerja memiliki pengaruh yang signifikan. Begitu juga dengan perilaku kewargaan organisasi yang secara signifikan memengaruhi kinerja pegawai. Selain itu, kualitas kehidupan kerja berpengaruh negatif pada perilaku kewargaan organisasional, sedangkan kepuasan kerja menunjukkan dampak yang signifikan. Lebih lanjut, mediasi perilaku kewargaan organisasional tidak memengaruhi keterkaitan antara kualitas kehidupan kerja dengan kinerja karyawan, berbeda dengan kepuasan kerja. Temuan ini memberikan wawasan yang berharga bagi PT Asahi Sukses Industri dalam mengelola faktor-faktor ini untuk meningkatkan kinerja dan kepuasan karyawan.
Pengaruh supervisor support terhadap employee perfomance yang dimediasi oleh job satisfaction pada perusahaan elektronik di kawasan industri EJIP Amanda, Gilang Tri; Ekhsan, Muhamad
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 4 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i4.29074

Abstract

The purpose of this study was to determine and analyze the effect of supervisor support on employee performance mediated by job satisfaction at electronic companies in the EJIP industrial zone. The analytical tool used is SmartPLS analysis. The results showed that job satisfaction has not been able to contribute to employee performance in electronic companies in the EJIP industrial estate. Supervisor support has not been able to contribute to employee performance in electronic companies in the EJIP industrial zone. Supervisor support is able to contribute to job satisfaction in electronics companies in the EJIP industrial zone. Job satisfaction cannot mediate supervisor support on employee performance in electronics companies in the EJIP industrial zone. Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh dukungan atasan terhadap kinerja karyawan yang di mediasi oleh kepuasan kerja pada perusahaan elektronik di Kawasan Industri EJIP. Alat analisis yang digunakan adalah analisis Smart PLS. Hasil penelitian menunjukkan bahwa kepuasan kerja belum mampu memberikan kontribusi terhadap kinerja karyawan pada Perusahaan Elektronik di Kawasan Industri EJIP. Dukungan atasan belum mampu memberikan kontribusi terhadap kinerja karyawan pada Perusahaan Elektronik di Kawasan Industri EJIP. Dukungan atasan mampu memberikan kontribusi terhadap kepuasan kerja pada Perusahaan Elekronik di Kawasan Industri EJIP. Kepuasan kerja tidak dapat memidiasi dukungan atasan terhadap kinerja karyawan pada Perusahaan Elektronik di Kawasan Industri EJIP.
The role of talent management and employee engagement on employee retention mediated by job satisfaction Alrianti, Alvina; Ekhsan, Muhamad
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 4 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i4.29525

Abstract

Retaining talented employees must be done to compete in the industrial world. The implementation of talent management is the company's effort in retaining its employees. In addition, fostering a sense of employee attachment to the company is also a strategy in retaining employees. The aim is to determine the effect of talent management and employee engagement on employee retention mediated by job satisfaction. The population is employees who work in electronics companies in the EJIP Cikarang industrial area. 90 respondents were used as samples with the sampling technique, namely the simple random sampling method. Data collection is done through google form and measured by Likert scale. The results are talent management contributes to employee retention, employee engagement does not contribute to employee retention, talent management contributes to job satisfaction, employee engagement contributes to job satisfaction. Job satisfaction contributes to employee retention, job satisfaction is able to mediate the relationship between talent management and employee engagement on employee retention. Mempertahankan karyawan yang bertalenta harus dilakukan untuk bersaing di dunia industri. Penerapan manajemen talenta merupakan upaya perusahaan dalam mempertahankan karyawannya. Selain itu, menumbuhkan rasa keterikatan karyawan terhadap perusahaan juga merupakan strategi dalam mempertahankan karyawan. Tujuannya yaitu untuk mengetahui pengaruh talent management dan employee engagement terhadap employee retention yang dimediasi oleh kepuasan kerja. Populasi nya adalah karyawan yang bekerja di perusahaan elektronik di kawasan industri EJIP Cikarang. 90 responden digunakan sebagai sampel dengan teknik pengambilan sampel yaitu metode simple random sampling. Pengumpulan data dilakukan melalui google form dan diukur dengan skala likert. Dianalisis menggunakan Smart PLS 3. Hasilnya yaitu talent management berkontribusi terhadap employee retention, employee engagement tidak berkontribusi terhadap employee retention, talent management berkontribusi terhadap kepuasan kerja, employee engagement berkontribusi terhadap kepuasan kerja. Kepuasan kerja berkontribusi terhadap employee retention, kepuasan kerja mampu memediasi hubungan antara talent management dan employee engagement terhadap employee retention.
Pengaruh talent management terhadap employee retention melalui mediasi employee engagement pada perusahaan manufaktur di kawasan industri Jababeka Cikarang Ramadhan, Deo; Ekhsan, Muhamad
Jurnal Manajemen Bisnis dan Kewirausahaan Vol 8 No 4 (2024): Jurnal Manajemen Bisnis dan Kewirausahaan
Publisher : Universitas Tarumanagara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24912/jmbk.v8i4.29580

Abstract

The aim of this study is to analyze the influence of talent management on employee retention, employee engagement on employer retention and the role of staff engagement in mediating talent management's influence on employee’s retention. The study uses a quantitative method with the distribution of online questionnaires to 120 respondents of employees from 3 manufacturing companies in the Jababeka Cikarang Industrial Area. Data analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0. The results show that talent management has a positive and significant impact on employee retention and employee engagement, but employee involvement has no significant effect on employment retention. Moreover, talent management mediated by employee engagement does not have a significant influence on employee retention. In conclusion, companies need to focus on applying effective talent management practices to improve employee retention in person, as well as re-evaluate strategies and programs to enhance employee engagement in order to be able to mediate the relationship between talent management and employee retention. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh talent management terhadap employee retention, pengaruh employee engagement terhadap employee retention, pengaruh talent management terhadap employee engagement, serta peran employee engagement dalam memediasi pengaruh talent management terhadap employee retention. Penelitian ini menggunakan metode kuantitatif dengan penyebaran kuesioner secara online kepada 120 responden karyawan dari 3 perusahaan manufaktur di Kawasan Industri Jababeka Cikarang. Data dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan SmartPLS 3.0. Hasil penelitian menunjukkan bahwa manajemen talenta berdampak positif dan signifikan terhadap retensi karyawan dan keterlibatan karyawan. Namun, keterlibatan karyawan tidak berdampak signifikan terhadap retensi karyawan. Selain itu, manajemen talenta yang dimediasi oleh keterlibatan karyawan tidak berdampak signifikan terhadap retensi karyawan. Kesimpulannya, perusahaan perlu fokus pada penerapan praktik-praktik talent management yang efektif untuk meningkatkan retensi karyawan secara langsung, serta mengevaluasi kembali strategi dan program untuk meningkatkan keterlibatan karyawan agar dapat memediasi hubungan antara manajemen talenta dan retensi karyawan.
Role of Organizational Trust as Mediation on the Effect of Knowledge Management on Innovative Behavior Ekhsan, Muhamad; Badrianto, Yuan
International Journal of Multidisciplinary Approach Research and Science Том 2 № 01 (2024): International Journal of Multidisciplinary Approach Research and Science
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/ijmars.v2i01.408

Abstract

This study aims to analyze the direct effect of knowledge management on innovative behavior and examine the mediating role of organizational trust in the relationship. The sample used was 94 employees of manufacturing companies in the Bekasi area. Data collection using a 5-point Likert scale questionnaire. The data were analyzed using Partial Least Square (PLS) to test the research model and its hypotheses. The results prove that knowledge management has a significant positive effect on increasing innovative behavior. In addition, knowledge management is also proven to increase organizational trust. On the other hand, organizational trust has a significant positive effect on increasing employee innovative behavior. The results of path analysis also prove that organizational trust significantly mediates the effect of knowledge management on increasing innovative behavior. Thus this study succeeded in proving the proposed research model along with the four hypotheses. The practical implication is that companies need to pay balanced attention to the implementation of knowledge management programs and the cultivation of organizational trust in order to create an environment conducive to the growth of employee innovative behavior.
Co-Authors Abdullah, Muhamad Al Faruq Achmad Masruri Aeny, Nur Agustini Tanjung Alrianti, Alvina Amanda, Gilang Tri Anang Septiyadi Anas, Muhamad Abdul Andini, Serly Andri Aprian Anton Dwi Fitriyanto Arip Priyadi Asep Saeful Burhan Septian Christine C. Widayati Cucu Mulyati Dadan Firmansyah Daspar Daspar Dela Nurlita Derris Aliayunika Jawad Didin Hikmah Perkasa Diky Mahendra Dita Manisha Ratman Sari Dwi Astuti Dwi Astuti Edora, Edora Erna Lika Kabdiyono Ernasari Fadlan Fauzi Fatchan, Muhammad Fathurohman Fathurohman fauzi, nadila Firmansyah Fitriyanto, Anton Dwi Ghozali, Muhamad Imam Gilang Tri Amanda Heri Susanto Huda, Fatkhul Huda, Miftakul Ibnu Andaris Ina Sawitri Indra Setiawan Indra Setiawan Irma Rahmawati Ivhan Moulana Khairunisa, Nadya Leli Deswindi Luthtamy, Luthtamy Magfijar, Faraz Muhammad Miftakul Huda Mochammad Fahlevi Muhamad Fatchan Muhamad Syahwildan Muhamad Taopik Muhammad Al Faruq Abdullah Muhammad Syamsul Hidayat Nani Hartati Nataliana Bebasari Ni Komang Putri Ayu Jayanti Niken Mayang Sari Niken Paramitha Nugroho, Agung Nur Aeni Nur Fitri Nur Fitri Nur Laela Nurelisah, Siti Hazar Parulian, Parulian Patricia Putri Wulandari Plora Pramudito, Dendy K. Prasetya, Ferdyana Eka Pupung Purnamasari Purwani Setyaningrum, Retno Purwanti Ramadhan, Deo Retno Purwani Setyaningrum Rian Hidayat Roni Mariyono Ryani Dhian Parashakti Ryani Dhyan Parashakti Ryani Dhyan Parashakti Safa'Atturrizky, Muhammad Santi Kurnia Santi Kurnia Sari, Niken Mayang Saroh, Tim Sasongko, Ananto Sasongko, Ananto Tri Siti Juariah Siti Juariah Siti Komariah Suhendra Suhendra Surtinah, Wiwin Surya Bintarti Suwandi Suwandi Syariefa, Laditry Susthia Tim Saroh Tri Damayanti, Tri Wahyu Budi Wahyu Budi Wenny Desty Febrian Febrian Willy Ristian Yanthy Herawaty Purnama Yoga Religia Yoga Religia Young, Felina C. Yuan Badrianto Yuan Badrianto Yulian, Hafizu Dwi YULIANI Yuliani Yuliani Zalfa Firyal Neparahman Zy, Ahmad Turmudi