Budaya AKHLAK dan Iklim Keadilan Distributif dalam Interaksi Antara Kepemimpinan Otentik dengan Perilaku Kerja Inovatif Karyawan di PT Pupuk Iskandar Muda

NIDA ULFIA, Indrayanti, S.Psi., M.Si., Ph.D., Psikolog

2022 | Tesis | MAGISTER PSIKOLOGI PROFESI

Inovasi merupakan prioritas kedua dari lima prioritas strategis Kementerian BUMN sebagai langkah lanjut untuk meningkatkan daya saing. Perilaku kerja inovatif pada karyawan sangat dibutuhkan karena dapat memberikan pengaruh besar pada efektivitas dan kelangsungan jangka panjang organisasi. Penelitian ini bertujuan untuk menguji peran kepemimpinan otentik, budaya AKHLAK dan iklim keadilan distributif terhadap perilaku kerja inovatif karyawan. Partisipan penelitian berjumlah 272 karyawan di 31 Unit Kerja. Analisis dilakukan di level kelompok, dengan 17 kelompok yang layak diikutsertakan, sehingga total partisipan menjadi 153 karyawan. Instrumen yang digunakan dalam penelitian ini adalah Innovative Work Behavior Scale, Authentic Leadership Questionnaire, Distributive Justice Scale, dan Skala Budaya AKHLAK. Metode analisis data menggunakan Partial Least Square. Hasil penelitian menunjukkan bahwa budaya AKHLAK berperan sebagai mediator dalam hubungan kepemimpinan otentik dengan perilaku kerja inovatif (p=0.005, p<0.05), iklim keadilan distributif berperan sebagai moderator dalam hubungan kepemimpinan otentik dengan budaya AKHLAK (p=0.000, p<0.05), iklim keadilan distributif berperan sebagai moderator pada hubungan budaya AKHLAK dengan perilaku kerja inovatif (p=0.000, p<0.05). Dengan demikian, perilaku kerja inovatif karyawan dapat meningkat seiring dengan penguatan peran kepemimpinan otentik, penguatan implementasi budaya AKHLAK di masing-masing unit kerja, serta mempertimbangkan persepsi keadilan distributif karyawan di perusahaan.

Innovation is the second priority of five strategic priorities of the Ministry of SOEs as a further step to increase competitiveness. Employee innovative work behaviour is very necessary because it provides major impact on the effectiveness and long-term continuity of the organization. This research aims to examine the role of authentic leadership towards innovative work behavior through Budaya AKHLAK as a mediator variable and distributive justice climate as moderator variable. Participants of this research were 272 workers of 31 team works but only 153 workers of 17 team works were involved in data analysis in a group level. Instruments of this research were adapted from innovative work behavior scale, authentic leadership questionnaire, distributive justice scale and Budaya AKHLAK scale. The data analysis method used Partial Least Square. The results showed that (a) budaya AKHLAK was proven to act as a mediator in the relationship between authentic leadership and innovative work behavior (p=0.005, p<0.05), (b) distributive justice climate was proven to act as moderator in the relationship between authentic leadership and Budaya AKHLAK (p=0.000, p<0.05), (c) distributive justice climate was proven to act as moderator in the relationship between budaya AKHLAK and innovative work behavior (p=0.000, p<0.05). Thus, employees innovative work behavior can increase along with strengthening the role of authentic leadership, AKHLAK culture implementation in each team works, as well as considering the perception of distributive justice climate on employees in the company.

Kata Kunci : Kata Kunci: Budaya AKHLAK, Iklim Keadilan Distributif, Kepemimpinan Otentik, Perilaku Kerja Inovatif