Pengaruh High Performance Work Systems terhadap Employee Innovative Behavior dengan Psychological Empowerment sebagai Variabel Mediasi pada PT. Fokus Inti Nugraha

Ribka Elizabeth  Hendrik; Oloan  Situmorang

doi:10.36418/syntax-literate.v11i6.64698

Ribka Elizabeth Hendrik Universitas Bunda Mulia
Oloan Situmorang Universitas Bunda Mulia

DOI: https://doi.org/10.36418/syntax-literate.v11i6.64698

Keywords: High-Performance Work Systems, Psychological Empowerment, Employee Innovative Behavior, Social Exchange Theory, SEM-PLS

Abstract

Inovasi karyawan menjadi faktor strategis bagi perusahaan jasa distribusi dalam menghadapi persaingan industri yang semakin kompetitif. PT. Fokus Inti Nugraha sebagai perusahaan jasa distribusi di Tangerang Selatan menghadapi tantangan dalam mendorong perilaku inovatif karyawan di tengah penerapan sistem kerja yang belum optimal. Penelitian ini bertujuan untuk menganalisis pengaruh High-Performance Work Systems (HPWS) terhadap Employee Innovative Behavior (EIB) dengan Psychological Empowerment (PE) sebagai variabel mediasi pada karyawan PT. Fokus Inti Nugraha. Penelitian ini didasarkan pada Social Exchange Theory (SET) yang menjelaskan bahwa karyawan akan membalas dukungan organisasi dalam bentuk perilaku kerja positif, termasuk inovasi. Penelitian menggunakan pendekatan kuantitatif dengan desain kausal-eksplanatori. Populasi penelitian adalah seluruh karyawan PT. Fokus Inti Nugraha yang berjumlah 120 orang dengan teknik sampling jenuh (sensus). Pengumpulan data dilakukan melalui penyebaran kuesioner berbasis skala Likert lima poin. Analisis data dilakukan dengan metode Structural Equation Modeling-Partial Least Squares (SEM-PLS) menggunakan perangkat lunak SmartPLS 4.0. Hasil penelitian menunjukkan bahwa: (1) HPWS berpengaruh positif dan signifikan terhadap EIB (?=0,377; t=4,785; p<0,05); (2) HPWS berpengaruh positif dan signifikan terhadap PE (?=0,959; t=187,928; p<0,05); (3) PE berpengaruh positif dan signifikan terhadap EIB (?=0,617; t=8,076; p<0,05); dan (4) PE memediasi pengaruh HPWS terhadap EIB secara signifikan dengan koefisien tidak langsung sebesar 0,591 (t=7,955; p<0,05), dengan jenis mediasi parsial (partial mediation). Temuan ini mengonfirmasi bahwa HPWS merupakan anteseden penting dari perilaku inovatif karyawan, baik secara langsung maupun melalui peningkatan pemberdayaan psikologis. Penelitian ini memberikan implikasi praktis bagi manajemen untuk memperkuat praktik HPWS guna mendorong inovasi karyawan.

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