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All Journal Journal of Economic Education and Entrepreneurship Studies Horizon: Indonesian Journal of Multidisciplinary
Annasyah, Eric
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Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Social Sciences Other

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How Employee Creativity and Motivation Shape Organizational Innovation? A Quantitative Study in Human Resource Management Suwaji, Rifki; Anut, Anastasia; Jaisa, Maria Melania; Hadit, Philipus; Annasyah, Eric
Journal of Economic Education and Entrepreneurship Studies Vol. 6 No. 3 (2025): VOL. 6, NO. 3 (2025): JE3S, SEPTEMBER 2025
Publisher : Department of Economics Education, Faculty of Economics, Universitas Negeri Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62794/je3s.v6i3.9993

Abstract

Organizational innovation has become a critical determinant of competitiveness in modern manufacturing firms, particularly in the era of digital transformation and dynamic market pressure. This study examines the influence of employee creativity and motivation on organizational innovation within the broader framework of human resource management. Using a quantitative associative approach, data were collected from 85 employees selected through proportionate stratified random sampling from a workforce of 500 employees in a large-scale manufacturing company. Survey responses were measured using a Likert-scale instrument, and multiple linear regression analysis was performed using SPSS version 26. The empirical results show that employee creativity significantly predicts organizational innovation (β = 0.465, p < 0.001), indicating that creative employees tend to generate novel ideas and contribute to innovation-driven practices. Motivation also demonstrates a significant positive effect (β = 0.389, p < 0.001), suggesting that motivated employees are more engaged in innovative behavior and improvement initiatives. Together, creativity and motivation account for 68.2% of the variance in organizational innovation (R² = 0.682), confirming their synergistic role as key drivers of innovation capability. The study highlights important implications for human resource management, emphasizing the need for strategic policies that nurture creativity, strengthen intrinsic motivation, and reward innovative contributions to sustain organizational competitiveness.
Hubungan Antara Strategi Employer Branding dan Kualitas Rekrutmen Terhadap Retensi Karyawan dalam Perusahaan Start-Up di Kota Surabaya Annasyah, Eric; Suwaji, Rifki
HORIZON: Indonesian Journal of Multidisciplinary Vol. 4 No. 3 (2026): HORIZON: Indonesian Journal of Multidisciplinary
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/hijm.v4i3.6470

Abstract

The high level of talent competition, demands for flexible work, and rapid organizational dynamics make start-up companies vulnerable to high employee turnover. This condition indicates that employee retention is a strategic challenge, especially when the company's image as a workplace and the quality of the recruitment process are not optimally managed. Employer branding plays a role in building positive perceptions of the organization, while recruitment quality determines the fit between employees, jobs, and company culture. Based on these problems, this study aims to analyze the influence of employer branding strategies and recruitment quality on employee retention in start-up companies in Surabaya. The study used a quantitative explanatory approach with a survey design. The sample consisted of 120 start-up employees selected through purposive sampling with a minimum work period of six months. Data were collected using a Likert-scale questionnaire and analyzed using multiple linear regression. The results showed that employer branding strategies and recruitment quality each had a positive and significant effect on employee retention, both partially and simultaneously. These findings confirm that employee retention is influenced not only by financial factors, but also by company image and the accuracy of the recruitment process. This study provides strategic implications for start-ups in designing sustainable HR policies.
Co-Authors Anut, Anastasia Hadit, Philipus Jaisa, Maria Melania Rifki Suwaji