The Contribution of Leadership and Innovative Work Behavior (IWB) on Performance and Organizational Trust as Mediation Variable : An Empirical Study on MSMEs
Abstract
This study aims to analyze the relationship between the variable Leadership and organizational trust, analyze the relationship between innovative work behavior (IWB) and organizational trust, analyze the relationship between Leadership and MSME performance, analyze the relationship between innovative work behavior (IWB) and MSME performance, and analyze the relationship between organizational variables. trust on MSME performance. This type of research is quantitative associative research, namely research that aims to determine the relationship between two or more variables. The respondents of this study were 369 SMEs leaders in Jakarta who were determined by simple random sampling method. Research data was obtained by distributing questionnaires online via social media. Each research indicator was measured using a Likert scale of 1-5 points and the degree of agreement from strongly agree to strongly disagree. The analytical tool used in this research is PLS (Partial Least Square) based SEM with SmartPLS 3.0 software data processing tool. The results of the hypothesis test show that the Leadership variable has no significant effect on organizational trust, the innovative work behavior (IWB) variable has a positive and significant effect on organizational trust, the Leadership variable has a positive and significant effect on performance, the innovative work behavior (IWB) variable has a positive effect and significantly to performance, the organizational trust variable has not significant effect on MSME performance., Innovative work behaviour has no significant effect on performance through organizational trust, organizational trustdoes not mediate the relationship between Innovative work behaviour and performance.Leadership has no significant effect on performance through organizational trust, organizational trust does not mediate the relationship between Leadership on performance
References
Abas, N. I., Sawitri, H. S. R., & Puspawati, D. (2019). Transformational leadership, job performance, and organizational citizenship behavior: Mediating role of work engagement. Sriwijaya International Journal of Dynamic Economics and Business, 2(4), 363-376.
Asbari, M., Hidayat, D. D., & Purwanto, A. (2021). Managing employee performance: From leadership to readiness for change. International Journal of Social and Management Studies, 2(1), 74-85.
Asbari, M., Santoso, P. B., & Prasetya, A. B. (2020). Elitical and antidemocratic transformational leadership critics: is it still relevant?(A literature study). INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW, 1(1), 12-16.
Akhtar, M. W., Syed, F., Husnain, M., & Naseer, S. (2019). Person-organization fit and innovative work behavior: The mediating role of perceived organizational support, affective commitment and trust. Pakistan Journal of Commerce and Social Sciences (PJCSS), 13(2), 311-333.
Alleyne, P., Hudaib, M., & Haniffa, R. (2018). The moderating role of perceived organisational support in breaking the silence of public accountants. Journal of Business Ethics, 147, 509-527.
Andrade, C., & Neves, P. C. (2022). Perceived organizational support, coworkers’ conflict and organizational citizenship behavior: The mediation role of work-family conflict. Administrative Sciences, 12(1), 20.
Afsar, B., & Badir, Y. (2017). Workplace spirituality, perceived organizational support and innovative work behavior: The mediating effects of person-organization fit. Journal of workplace Learning, 29(2), 95-109.
Koroglu, Ş., & Ozmen, O. (2022). The mediating effect of work engagement on innovative work behavior and the role of psychological well-being in the job demands–resources (JD-R) model. Asia-Pacific Journal of Business Administration, 14(1), 124-144.
Berdiyana, M., & Witjaksono, A. D. (2022). The Influence of Perceived Organizational Support, Job Satisfaction and Organizational Citizenship Behavior on Employee Performance. International Journal of Multicultural and Multireligious Understanding, 9(6), 314-324.
Haris, N., Jamaluddin, J., & Usman, E. (2023). The Effect of Organizational Culture, Competence and Motivation on the SMEs Performance in the Covid-19 Post Pandemic and Digital Era. Journal of Industrial Engineering & Management Research, 4(1), 29-40.
Karimi, S., Ahmadi Malek, F., Yaghoubi Farani, A., & Liobikienė, G. (2023). The Role of Transformational Leadership in Developing Innovative Work Behaviors: The Mediating Role of Employees’ Psychological Capital. Sustainability, 15(2), 1267.
Khan, M. A. (2022). The impact of perceived organisational support on knowledge hiding behaviour of call centre employees: a moderated mediation model. International Journal of Knowledge Management Studies, 13(3), 286-310.
Karimi, R., & Ahmadi, F. (2023). Investigating the Effect of Employee Improvement on Organizational Citizenship Behavior with the Mediating Role of Organizational Trust and Commitment in the Ministry of Cooperatives, Labor and Social Welfare. Political Sociology of Iran, 5(11), 4853-4881.
Khairunnisa, F. (2023). The The Influence of Perceived Organizational Support and Work Environment on Employee Performance. Youth & Islamic Economic, 4(1), 1-7.
Lumineau, F., Schilke, O., & Wang, W. (2023). Organizational Trust in the Age of the Fourth Industrial Revolution: Shifts in the Form, Production, and Targets of Trust. Journal of Management Inquiry, 32(1), 21-34.
Musenze, I. A., & Mayende, T. S. (2022). Ethical leadership (EL) and innovative work behavior (IWB) in public universities: examining the moderating role of perceived organizational support (POS). Management Research Review, (ahead-of-print).
Park, J., & Kim, W. (2022). The Impact of Perceived Organizational Support on Innovative Work Behaviour Through Psychological Empowerment: Focusing on the Moderated Mediating Role of Organizational Procedural Justice. Journal of Technical Education and Training, 14(1), 178-191.
Patnaik, S., Mishra, U. S., & Mishra, B. B. (2023). Perceived Organizational Support and Performance: Moderated Mediation Model of Psychological Capital and Organizational Justice–Evidence from India. Management and Organization Review, 1-28.
Putri, L. Z. A., & Kusuma, K. A. (2023). The Effect of Job Satisfaction, Organizational Culture, and Perceived Organizational Support on Organizational Citizenship Behavior on Employee in Company. Indonesian Journal of Law and Economics Review, 18, 10-21070.
Putra, T. S., & Pramusiwi, A. D. (2023). Well-Being and Innovation: Investigating the Linkage among Well-Being Oriented Management, Knowledge Sharing, Innovation Climate, and Innovative Work Behavior. Media Ekonomi dan Manajemen, 38(1), 147-160.
Purwanto, A., Asbari, M., & Santoso, T. I. (2021). Education Management Research Data Analysis: Comparison of Results between Lisrel, Tetrad, GSCA, Amos, SmartPLS, WarpPLS, and SPSS For Small Samples. Nidhomul Haq: Jurnal Manajemen Pendidikan Islam.
Purwanto, A., Asbari, M., Santoso, T. I., Haque, M. G., & Nurjaya, N. (2020). Marketing research quantitative analysis for large sample: comparing of Lisrel, Tetrad, GSCA, Amos, SmartPLS, WarpPLS, and SPSS. Jurnal Ilmiah Ilmu Administrasi Publik: Jurnal Pemikiran dan Penelitian Administrasi Publik.
Purwanto, A., & Sudargini, Y. (2021). Partial least squares structural squation modeling (PLS-SEM) analysis for social and management research: a literature review. Journal of Industrial Engineering & Management Research, 2(4), 114-123.
Wijaya, O. Y. A. (2018). Effect of Leader Member Exchange and Perceived Organizational Support on Innovative Work Behavior of Star Rated Hotel Employees. Jurnal Aplikasi Manajemen, 16(4), 574-585.
Riska, R., Perizade, B., & Zunaidah, Z. (2023). The The Impact of Perceived Organizational Support on Commitment with Satisfaction as a Mediating Variable on Employees with Disabilities at PT. Omron. International Journal of Social Science Research and Review, 6(1), 252-259.
Sabir, I., Ali, I., Majid, M. B., Sabir, N., Mehmood, H., Rehman, A. U., & Nawaz, F. (2022). Impact of perceived organizational support on employee performance in IT firms–a comparison among Pakistan and Saudi Arabia. International Journal of Organizational Analysis, 30(3), 795-815.
Sumardjo, M., & Supriadi, Y. N. (2023). Perceived Organizational Commitment Mediates the Effect of Perceived Organizational Support and Organizational Culture on Organizational Citizenship Behavior. Quality-Access to Success, 24(192), 376-384.
Sheikh, A. M. (2023). Impact of perceived organizational support on organizational commitment of banking employees: role of work-life balance. Journal of Asia Business Studies, 17(1), 79-99.
Setyoko, P. I., & Kurniasih, D. (2022). The Role of perceived organizational support (POS), organizational virtuousness (OV) on performance and employee well-being (EWB) of non-profit organizations in the post-pandemic period. Journal of Pharmaceutical Negative Results, 1940-1944.
Srirahayu, D. P., Anugrah, E. P., & Firdaus, A. (2023). The Impact of Leadership Style on Innovative Work Behavior. International Journal of Social and Business Sciences, 17(1), 27-32.
Sumardjo, M., & Supriadi, Y. N. (2023). Perceived Organizational Commitment Mediates the Effect of Perceived Organizational Support and Organizational Culture on Organizational Citizenship Behavior. Quality-Access to Success, 24(192), 376-384.
Wijaya, E. (2022). The Role of Organizational Citizenship Behavior (OCB), Perceived Organizational Support (POS) on SMEs Performance by Mediation of Organizational Commitment. International Journal of Artificial Intelligence Research, 6(1.2).
Xu, Z., Wang, H., & Suntrayuth, S. (2022). Organizational climate, innovation orientation, and innovative work behavior: the mediating role of psychological safety and intrinsic motivation. Discrete Dynamics in Nature and Society, 2022, 1-10.
