ENHANCING INNOVATIVE WORK BEHAVIOUR THROUGH CAREER GROWTH AND WORK ENGAGEMENT AMONG EMPLOYEES IN START-UP FIRMS
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Abstract
Perusahaan rintisan merupakan salah satu penggerak utama inovasi dalam era ekonomi digital. Namun, di balik pertumbuhan tersebut, perusahaan rintisan menghadapi tantangan besar, terutama dalam mempertahankan keberlanjutan inovasi. Salah satu tantangan utama adalah membangun sumber daya manusia yang mampu menunjukkan perilaku kerja inovatif secara konsisten. Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karier terhadap keterlekatan kerja, pengaruh keterlekatan kerja terhadap perilaku kerja inovatif, serta pengaruh keterlekatan kerja terhadap keinginan karyawan untuk meninggalkan perusahaan rintisan. Populasi penelitian ini adalah karyawan yang telah bekerja minimal satu tahun di PT Sumoda Tama Berkah, PT Lotus Boga Lima, PT Savana Anugerah Lestari, CV Rafila, dan PT Tata Tirta Utama. Metode purposive sampling digunakan untuk mengumpulkan data sehingga diperoleh sebanyak 80 responden yang terlibat dalam penelitian. Data dianalisis dengan menggunakan pendekatan Structural Equation Modeling berbasis Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa pengembangan karier berpengaruh positif dan signifikan terhadap keterlekatan kerja. Keterlekatan kerja berpengaruh positif dan signifikan terhadap perilaku kerja inovatif, serta berpengaruh negatif dan signifikan terhadap keinginan untuk meninggalkan perusahaan. Secara teoretis, hasil penelitian ini memperkuat konsep pertukaran sosial yang menjelaskan bahwa investasi organisasi dalam karier karyawan akan dibalas dengan peningkatan komitmen dan perilaku positif. Dari sisi praktis, manajemen perusahaan rintisan disarankan untuk menyediakan jalur karier yang terstruktur, memperkuat program pengembangan kompetensi, dan melakukan pemantauan rutin terhadap tingkat engagement sebagai strategi retensi dan penggerak inovasi.
Start-up enterprises are among the primary drivers of innovation in the digital economy. However, despite their rapid growth, many start-ups continue to face significant challenges, particularly in sustaining continuous innovation. One of the most critical challenges lies in developing human resources capable of consistently exhibiting innovative work behaviour. This study aims to examine the influence of career development on work engagement, the impact of work engagement on innovative work behaviour, and the effect of work engagement on employees’ intention to leave start-up organizations. The research population comprises employees who have worked for at least one year at PT Sumoda Tama Berkah, PT Lotus Boga Lima, PT Savana Anugerah Lestari, CV Rafila, and PT Tata Tirta Utama. Data were collected through purposive sampling, yielding 80 valid responses. The data were analysed using the Structural Equation Modelling–Partial Least Squares (SEM-PLS) approach. The findings indicate that career development has a positive and significant effect on work engagement. Furthermore, work engagement positively and significantly influences innovative work behaviour while negatively and significantly affecting employees’ turnover intention. Theoretically, these results reinforce the principles of Social Exchange Theory, suggesting that when organizations invest in employees’ career development, employees reciprocate through stronger commitment and positive behavioural outcomes. From a practical standpoint, start-up management is encouraged to establish structured career pathways, enhance competency development programmes, and conduct regular engagement assessments as part of their retention and innovation strategies.
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