Agile Leadership and Innovative Work Behavior: The Mediating Role of Organizational Climate
Abstract
In today's dynamic business environment, innovation is crucial for companies to meet constantly changing industry demands. This study examines the relationships between agile leadership, organizational climate, and innovative work behavior, with a particular focus on the mediating role of organizational climate. Conducted on 115 employees at a consulting firm in Indonesia, the research aims to validate hypotheses suggesting positive correlations among these variables and the mediating effect of organizational climate on the relationship between agile leadership and innovative work behavior. A correlational quantitative design, utilizing regression and structural equation modeling (SEM), was employed for data analysis. The findings indicate that agile leadership positively correlates with both organizational climate and innovative work behavior. Furthermore, organizational climate also shows a positive correlation with innovative work behavior. Significantly, the study demonstrates that organizational climate fully mediates the relationship between agile leadership and innovative work behavior, implying that the impact of agile leadership on innovative work behavior depends on the organizational climate. These results highlight the critical role of agile leadership and a supportive organizational climate in fostering innovative work behavior. Practically, organizations should focus on training leaders to develop agile skills and implementing policies that promote a positive organizational climate to enhance employee innovation. Future research should consider longitudinal designs and diverse organizational contexts to further validate these findings.
Dalam lingkungan bisnis yang dinamis saat ini, inovasi sangat penting bagi perusahaan untuk memenuhi tuntutan industri yang terus berubah. Penelitian ini mengkaji hubungan antara kepemimpinan agile, iklim organisasi, dan perilaku kerja inovatif, dengan fokus khusus pada peran mediasi iklim organisasi. Penelitian ini dilakukan pada 115 karyawan di sebuah perusahaan konsultasi di Indonesia, dengan tujuan untuk memvalidasi hipotesis penelitian yakni adanya korelasi positif antara variabel-variabel penelitian dan adanya efek mediasi iklim organisasi pada hubungan antara kepemimpinan yang lincah dan perilaku kerja inovatif. Desain kuantitatif korelasional, menggunakan regresi dan pemodelan persamaan struktural (SEM) digunakan untuk analisis data. Temuan penelitian menunjukkan bahwa kepemimpinan agile berkorelasi positif dengan iklim organisasi dan perilaku kerja inovatif. Selanjutnya, iklim organisasi juga menunjukkan korelasi positif dengan perilaku kerja inovatif. Secara signifikan, penelitian ini menunjukkan bahwa iklim organisasi sepenuhnya memediasi hubungan antara kepemimpinan agile dan perilaku kerja inovatif, yang menyiratkan bahwa dampak kepemimpinan agile pada perilaku kerja inovatif sangat bergantung pada iklim organisasi. Hasil ini menyoroti peran penting kepemimpinan agile dan iklim organisasi yang mendukung dalam mendorong perilaku kerja inovatif. Secara praktis, organisasi harus fokus pada pelatihan pemimpin untuk mengembangkan keterampilan agile dan menerapkan kebijakan yang mempromosikan iklim organisasi yang positif untuk meningkatkan inovasi karyawan. Saran untuk penelitian berikutnya sebaiknya mempertimbangkan desain longitudinal dan konteks organisasi yang beragam untuk lebih memvalidasi temuan dalam penelitian ini.
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DOI: http://dx.doi.org/10.30872/psikostudia.v13i3.15482
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