WORK SELF-EFFICACY EMPOWERING LEADERSHIP DAN UNTUK MENINGKATKAN MELALUI INNOVATIVE WORK BEHAVIOR DISTRIBUTED LEADERSHIP AGENCY SEBAGAI VARIABEL MEDIASI DAN SEBAGAI VARIABEL WELLBEING MODERASI PADA GURU PNS SMP NEGERI SE-KABUPATEN KEDIRI

BASAR, ABDUL (2025) WORK SELF-EFFICACY EMPOWERING LEADERSHIP DAN UNTUK MENINGKATKAN MELALUI INNOVATIVE WORK BEHAVIOR DISTRIBUTED LEADERSHIP AGENCY SEBAGAI VARIABEL MEDIASI DAN SEBAGAI VARIABEL WELLBEING MODERASI PADA GURU PNS SMP NEGERI SE-KABUPATEN KEDIRI. Doctoral thesis, Universitas 17 Agustus 1945 Surabaya.

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Abstract

The importance of innovative work behavior is a concern for organizations in encouraging employees to continue to innovate at work. Related to this, every year SWA magazine and Business Digest regularly hold the Indonesia Customer Experience Champions, which is an event for selecting and giving appreciation to companies that continue to innovate in providing star experiences according to customer expectations and demands. Companies that succeed in satisfying customers and do so in a sustainable manner, become the main capital of loyal customers and are willing to do things that benefit the company. The form of response/feedback from customers that gets attention from the organization is in the form of the customer's willingness to have a positive attitude towards the company's existence. Innovative work behavior can thus have a positive impact on an organization. Based on this phenomenon, innovative work behavior is still relevant and important to research today. The aim of this research is to develop a conceptual framework model resulting from the research of Thomas Faurholt Jønsson Ph.D at al., (2021) and Kan Jia at al., (2022). The results of hypothesis testing in this study show that of the six hypotheses tested, four of them gave significant results. Hypothesis 1, which states that Work Self-efficacy has a significant influence on Distributed Leadership Agency, is rejected with an estimate of 0.019 and a p-value of 0.875. Hypothesis 2, which states that Empowering Leadership has a significant effect on Distributed Leadership Agency, is accepted with an estimate of 0.918 and a p-value of less than 0.001. Hypothesis 3, which states that Distributed Leadership Agency has a significant effect on Innovative Work Behavior, is also accepted with an estimate of 0.799 and a p-value of less than 0.001. However, Hypothesis 4, which states that Wellbeing moderates the influence of Work Self-efficacy on Distributed Leadership Agency, is rejected with an estimate of 0.001 and a p-value of 0.953. For the mediation hypothesis, Hypothesis 5, which states that Distributed Leadership Agency mediates the influence of Work Selfefficacy on Innovative Work Behavior, is rejected based on the Sobel Test with a value of 0.154 and a p-value of 0.438. Meanwhile, Hypothesis 6, which states that Distributed Leadership Agency mediates the influence of Empowering Leadership on Innovative Work Behavior, was accepted based on the Sobel Test with a value of 3.841 and a p-value of 0.00006119.

Item Type:	Thesis (Doctoral)
Uncontrolled Keywords:	Work Self-efficacy, Empowering Leadership, Distributed Leadership Agency, Wellbeing, Innovative Work Behavior.
Subjects:	H Social Sciences > H Social Sciences (General) H Social Sciences > HC Economic History and Conditions
Divisions:	Fakultas Ekonomi dan Bisnis > Doktor Ilmu Ekonomi
Depositing User:	Unnamed user with email zainulfarid@icloud.com
Date Deposited:	14 Oct 2001 02:48
Last Modified:	14 Oct 2001 02:48
URI:	http://repository.untag-sby.ac.id/id/eprint/41888

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