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The purpose of this research is to determine the influence of knowledge sharing and innovative work behavior on organizational innovation capability. This research design uses a quantitative approach with a survey method. This approach is used to measure the influence of knowledge sharing variables and innovative work behavior on innovation capability. This research was conducted at the PDAM Kolaka Regency office, Southeast Sulawesi Province. The population of this study was 30 employees of PDAM Kolaka Regency, Southeast Sulawesi Province. In this research, primary data sources are used in the form of survey results by distributing questionnaires to obtain information and responses related to knowledge variables, innovative work behavior and employee innovation capabilities. To test the hypothesis, this research uses PLS-SEM with the help of the Smart-PLS version 3.0 application.  The research results show that there is no influence between knowledge sharing and innovative work behavior on organizational innovation capability .  

In the rapidly changing digital and global era, organizations are required to be adaptive and innovative to survive and compete sustainably. Employee performance is one of the strategic factors in supporting organizational success. This research is motivated by the urgency of improving performance through innovative work behavior (IWB) and work engagement, which are considered two key elements in addressing the challenges of modern organizations. The main objective of this study is to analyze the effect of IWB on employee performance and evaluate the mediating role of work engagement in this relationship. This study uses a quantitative approach with the Structural Equation Modeling Partial Least Square (SEM-PLS) method, and was conducted on employees of the Batu City Regional Disaster Management Agency (BPBD). The results of the analysis indicate that IWB has a positive and significant influence on work engagement and employee performance. In addition, work engagement is also proven to act as a partial mediator that strengthens the relationship between IWB and performance. This means that the higher the innovative behavior of employees, the higher their engagement in work, which ultimately has a positive impact on performance improvement. These findings enrich the theoretical literature, particularly supporting theoretical frameworks such as Social Exchange Theory, Self-Determination Theory, Job Demands-Resources Model, and Conservation of Resources Theory. Practical implications of this research suggest that organizations need to create a work environment that supports innovative behavior and enhances employee work engagement by providing autonomy, recognition, and opportunities for self-development. This research suggests further studies to explore other contextual factors, such as organizational culture, transformational leadership, and supervisor support, which have the potential to strengthen the relationship between IWB, work engagement, and employee performance in various organizational sectors.  

Reason: The organization's ability to adopt new, innovative behaviors is being restricted by the new, competitive environment that progress and gradual change have created. In light of overall execution factors, SMEs must implement the following digital transformations. SMEs have certain characteristics that set them apart from large corporations. Moreover, having a prototype that is authorized to recognize, impact, and expand its computerized capabilities will help SMEs grow towards more sophisticated development. Idea/procedure/approach: A top to bottom audit of the current writing on advanced Change and hierarchical productivity accomplished inside Scopus and Web of Science to recognize other computerized difficulties confronting PME and the advanced abilities that they truly do vent developer pour y foreface.  We utilized semi-organized apparatuses to safeguard supplements and work with the investigation of metadata specialists. Results: Because Regarding this review, We've got fostered a sophisticated hierarchical skill simulation for proficiency organized that empowers SMEs to distinguish and foster the computerized capacities expected to progress organized change, refined with bits of knowledge from six counseled specialists. We have noticed the significance of authoritative learning and hierarchical information to propel the computerized change of small and medium-sized. Competent modernity /esteem: known as created designs is valuable regarding small and medium-sized administrators in understand what the beginning circumstance is, explain appear computerized holes were, along with have the option by design activities to foster the advanced abilities important to move in the direction of digital maturity coordinated.

The dynamic development of digitalization today increases the important role of digital leadership as a key factor to optimize employee performance. Research specifically through the development of creativity and innovative behavior in the workplace. This study aims to examine the indirect effect of digital leadership on performance through creativity and innovative work behavior of employees. The research was conducted at PT Semen Indonesia (Persero) Tbk. The research approach used is quantitative with survey research design where data is collected through questionnaires. The sampling technique used purposive sampling. This study involved 74 respondents who were analyzed using Smart PLS 4.0. The research findings explain that digital leadership does not directly affect the performance of PT Semen Indonesia (Persero) Tbk employees, but has an indirect influence through innovative work behavior. Meanwhile, creativity is not proven to mediate the effect of digital leadership on employee performance. Digital leadership is able to increase employee creativity, but employee creativity is not able to improve the performance of PT Semen Indonesia (Persero) Tbk employees. The research findings underscore the important role of digital leadership to drive employee performance. The results also imply that management can apply digital leadership as a strategy to increase creativity and innovative behavior in the workplace where innovative work behavior drives employee performance.

The purpose of this study is to ascertain how innovatice behavior and creativity affect the productivity of millennial workers in Bandar Lampung's tourist and hospitality sector. In order to accomplish this, a quantitative technique was used in the research, and data was gathered via a Likert scale questionnaire. Because the exact number of population members is unclear, the study used a purposive sampling method to establish the sample size, which amounted to 150 respondents. Software called SPSS 26 was used to examine research data, instruments, and hypothesis testing. This study employed multiple linear regression analysis as its analysis approach. The study's findings demonstrate that innovative and creative behavior benefit millennial workers' performance in the tourism and hospitality sectors in Bandar Lampung. Workers show efficacy in putting ideas into practice, but they are not as proactive in seeking out novel chances. Despite a propensity to be cautious when attempting new ideas, employee innovation has proved to be crucial to organizational success. As a result, encouraging innovation is crucial for raising employee performance and fostering organizational expansion.

This study aims to identify the role of employee competence and organizational commitment on employee performance, with innovative behavior as an intervening variable. Due to the population being less than 100 respondents, the study uses a census technique, taking all 50 employees of the Fisheries and Marine Office as the sample. Path analysis is employed as the data analysis technique. The results show that competence has a positive and significant effect on employee performance, organizational commitment also has a positive and significant effect on employee performance. Furthermore, competence has a positive and significant effect on innovative behavior, and organizational commitment similarly has a positive and significant effect on innovative behavior. Innovative behavior itself has a positive and significant effect on employee performance. It is also found that innovative behavior can mediate the competency variable on employee performance, and innovative behavior can also mediate the organizational commitment variable on employee performance.

The lack of OCB behavior shown by some nurses, namely, only formal tasks that can be completed optimally without being supported by behaviors that support the creation of extra performance more than expected. The low form of OCB behavior in oneself can be seen from not caring about the work of colleagues, when the work is finished, often complaining about work and hospital policies. This study aims to analyze the effect of leader member exchange on organizational citizenship behavior of nurses at the Stella Maris Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The samples in this study were nurses at the inpatient installation of the Stella Maris Hospital in Makassar, totaling 131 respondents. The results showed that there was an effect of leader member exchange on organizational citizenship behavior for nurses. It is recommended to the hospital management to be able to make meetings and hold workshops, by providing support to their subordinates in order to create a good relationship between superiors and subordinates so that it is easier for subordinates to convey innovative ideas and can also hold trainings for employees who can help improve creativity and innovative behavior of employees.

This study aims to find out: The Effect of Leadership Managerial Ability and Innovative Behavior on Employee Performance at the Tourism and Creative Economy Office of East Kolaka Regency. This research uses an approach with quantitative methods. Data collection in this study used observation, documentation and questionnaires. The population in this study is all employees of the Koltim Tourism and Creative Economy Office. While the sample of this study amounted to 34 employees by determining samples using census techniques. Testing research instruments using validity and reliability tests with SPSS 25.0. The data analysis technique used in this study is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) through measurement model test (outer model) and structural model testing (inner model) with Smart-PLS 4.0. Based on the results of the study, it is known that the variable of Managerial Ability of Leaders has a positive and significant effect on Employee Performance which is indicated by a P-Value value of 0.011. As well as the variable Innovative Behavior has a positive and significant effect on Employee Performance, this is indicated by a P-Value value of 0.000.

Employee innovative behavior is very important in increasing the growth and development of MSMEs. The purpose of this study was to determine the influence of leader member exchange on the innovative behavior of MSME employees and the driving factors of leader member exchange on the innovative behavior of MSME employees. This study uses this scoping method to examine the most relevant and significant literature on leader member exchange (LMX) with related research methods. This research draws articles from several reputable national and international data bases or journals published from 2017 to 2023. The results of this study indicate that the relationship between leaders and team members in MSMEs has a significant impact on the innovative level of employees in MSMEs and the driving factors in LMX that influence the innovative behavior of MSME employees include leader support, mutual trust, open communication, recognition, and creative freedom

Aspek terpenting dalam menciptakan suatu keunggulan bersaing adalah dengan meningkatkan kualitas sumber daya manusia yang dimiliki oleh perusahaan. Salah satu cara untuk meningkatkan kualitas SDM adalah dengan memperbaiki kualitas kehidupan kerja dan menciptakan perilaku inovatif. Penelitian ini bertujuan untuk mengetahui apakah terdapat hubungan yang positif dan signifikan antara second order (2nd order) person environment fit, kualitas kehidupan kerja terhadap perilaku Inovatif dan kinerja. Penelitian dilakukan pada pegawai PDAM Tirto Panguripan Kabupaten Kendal dengan jumlah subjek penelitian sebanyak 180 responden. Sampel diambil menggunakan teknik Stratified Random Sampling. Alat pengumpulan data berupa kuesioner dan wawancara. Analisis data dilakukan dengan SEM melalui sofware AMOS versi 22. Hasil analisis menunjukkan bahwa