'' Pengaruh Organizational Justice terhadap Employee Innovative Work Behavior dengan Knowledge Sharing sebagai Variabel Mediasi''

( Studi Pada Bank Rakyat Indonesia (Persero) Tbk, Kantor Cabang Lamongan).

'' The Influence of Organizational Justice on Employee Inovative Work Behavior with Knowledge Sharing as a Mediating Variable''

(Study at Bank Rakyat Indonesia (Persero) Tbk, Lamongan Branch Office)

ABSTRAK

PENGARUH ORGANIZATIONAL JUSTICE TERHADAP EMPLOYEE INNOVATIVE WORK BEHAVIOR DENGAN KNOWLEDGE SHARING

SEBAGAI VARIABEL MEDIASI

Penelitian ini bertujuan untuk menganalisis pengaruh organizational justice terhadap employee innovative work behavior dengan knowledge sharing sebagai variabel mediasi. Studi ini dilakukan pada Bank Rakyat Indonesia (Persero) Tbk Kantor Cabang Lamongan. Data dikumpulkan melalui kuesioner yang dibagikan kepada karyawan dan dianalisis menggunakan metode Partial Least Square (PLS).

Hasil penelitian menunjukkan bahwa organizational justice memiliki pengaruh positif yang signifikan terhadap employee innovative work behavior. Selain itu, organizational justice juga memiliki pengaruh positif yang signifikan terhadap knowledge sharing, dan knowledge sharing memiliki pengaruh positif yang signifikan terhadap employee innovative work behavior. Dan hipotesisi ke 4 membuktikan jika knowledge sharing dapat memediasi pengaruh organizational justice terhadap employee innovative work behavior. Penelitian ini memberikan implikasi praktis bagi manajemen untuk meningkatkan keadilan dalam organisasi dan mendukung knowledge sharing guna mendorong inovasi di tempat kerja.

Kata Kunci: Organizational Justice, Employee Innovative Work Behavior, Knowledge Sharing

ABSTRACT

THE INFLUENCE OF ORGANIZATIONAL JUSTICE ON EMPLOYEE INNOVATIVE WORK BEHAVIOR WITH KNOWLEDGE SHARING AS A MEDIATING VARIABLE

This study aims to analyze the effect of organizational justice on employee innovative work behavior with knowledge sharing as a mediating variable. This study was conducted at Bank Rakyat Indonesia (Persero) Tbk Lamongan Branch Office. Data were collected through questionnaires distributed to employees and analyzed using the Partial Least Square (PLS) method.

The results of the study indicate that organizational justice has a significant positive effect on employee innovative work behavior. In addition, organizational justice also has a significant positive effect on knowledge sharing, and knowledge sharing has a significant positive effect on employee innovative work behavior. And the 4th hypothesis proves that knowledge sharing can mediate the effect of organizational justice on employee innovative work behavior. This study provides practical implications for management to improve justice in the organization and support knowledge sharing to encourage innovation in the workplace.

Keywords: Organizational Justice, Employee Innovative Work Behavior, Knowledge Sharing