Psychological capital, leader-member exchange, and job involvement in shaping innovative behavior and work habits: Evidence from a non-banking financial entity in Jawa and Papua

https://doi.org/10.35912/ahrmr.v4i2.3003
Published: Jul 24, 2025

Abstract:

Purpose: This study examines the influence of psychological capital, leader-member exchange, and job involvement on employees’ innovative behavior and work habits in the context of organizational transformation.

Methodology: Using a sample of 403 employees from a state-owned Non-Banking Financial Entity (NBFE) operating across Jawa and Papua provinces, the study analyzes how individual and relational factors contribute to developing sustainable work practices, with innovative behavior as a mediating variable. Structural equation modeling with bootstrapping was applied to test the hypothesized relationships.

Results: The results show that psychological capital and job involvement significantly enhance innovative behavior, which in turn positively affects employees’ work habits. Innovative behavior also mediates the relationship between psychological capital and job involvement with work habits. In contrast, leader-member exchange demonstrated a direct positive effect on work habits but no significant effect on innovative behavior or its mediating pathway. These findings highlight the pivotal role of employees’ psychological resources and engagement in fostering creativity and consistent, adaptive work behavior, while underlining the need for context-sensitive leadership strategies.

Limitations: This study is limited by its focus on a single non-banking financial organization, which may affect the generalizability of the results to other sectors. Additionally, cultural differences between Java and Papua may influence perceptions of leadership and organizational behavior, requiring careful contextual interpretation.

Contribution: The study contributes to the organizational behavior literature by providing empirical evidence on the mechanisms linking individual and organizational factors to sustainable employee performance in a culturally diverse and transforming financial institution.

Keywords:
1. Innovative Behavior
2. Job Involvement
3. Leader-Member Exchange
4. Psychological Capital
5. Work Habits
Authors:
1 . Duta Mustajab
Universitas Yapis Papua, Jayapura, Papua, Indonesia
2 . Novi Darmayanti
Universitas Islam Darul `Ulum, Lamongan, Jawa Timur, Indonesia
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How to Cite
Mustajab, D., & Darmayanti, N. (2025). Psychological capital, leader-member exchange, and job involvement in shaping innovative behavior and work habits: Evidence from a non-banking financial entity in Jawa and Papua. Annals of Human Resource Management Research, 4(2), 193–212. https://doi.org/10.35912/ahrmr.v4i2.3003
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Issue & Section
Vol. 4 No. 2 (2024): September
Articles
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    Antai, I., & Eze, N. L. (2023). Impact of the COVID-19 Pandemic on Business-to-Business Relationships in Digital Ecosystems: An African Perspective. Information Technology & People, 36(8), 69-93. doi:https://doi.org/10.1108/ITP-05-2022-0346

    Bai, Y., Wang, Z., Alam, M., Gul, F., & Wang, Y. (2022). The Impact of Authentic Leadership on Innovative Work Behavior: Mediating Roles of Proactive Personality and Employee Engagement. Frontiers in Psychology, 13, 879176. doi:https://doi.org/10.3389/fpsyg.2022.879176

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  1. Afsar, B., & Umrani, W. A. (2020). Transformational Leadership and Innovative Work Behavior: The Role of Motivation to Learn, Task Complexity and Innovation Climate. European Journal of Innovation Management, 23(3), 402-428. doi:https://doi.org/10.1108/EJIM-12-2018-0257
  2. Ahmadi, M., Alves, B. X. R., Baker, C., Bertsche, W., Butler, E., Capra, A., . . . Cohen, S. (2017). Observation of the 1S–2S transition in Trapped Antihydrogen. Nature, 541(7638), 506-510. doi:https://doi.org/10.1038/nature21040
  3. Aithal, A., & Aithal, P. (2020). Development and Validation of Survey Questionnaire & Experimental Data – A Systematical Review-Based Statistical Approach. International Journal of Management, Technology, and Social Sciences (IJMTS), 5(2), 233-251. doi:https://dx.doi.org/10.2139/ssrn.3724105
  4. Anderson, N., Poto?nik, K., & Zhou, J. (2014). Innovation and Creativity in Organizations: A State-of-the-Science Review, Prospective Commentary, and Guiding Framework. Journal of Management, 40(5), 1297-1333. doi:https://doi.org/10.1177/0149206314527128
  5. Anning-Dorson, T. (2018). Innovation and Competitive Advantage Creation: The Role of Organisational Leadership in Service Firms from Emerging Markets. International Marketing Review, 35(4), 580-600. doi:https://doi.org/10.1108/IMR-11-2015-0262
  6. Antai, I., & Eze, N. L. (2023). Impact of the COVID-19 Pandemic on Business-to-Business Relationships in Digital Ecosystems: An African Perspective. Information Technology & People, 36(8), 69-93. doi:https://doi.org/10.1108/ITP-05-2022-0346
  7. Bai, Y., Wang, Z., Alam, M., Gul, F., & Wang, Y. (2022). The Impact of Authentic Leadership on Innovative Work Behavior: Mediating Roles of Proactive Personality and Employee Engagement. Frontiers in Psychology, 13, 879176. doi:https://doi.org/10.3389/fpsyg.2022.879176
  8. Bass, A. E., Huang, L., Milosevic, I., & Paterson, T. A. (2024). From Startup to Success: The Power of Psycap for New Venture Growth. Organizational Dynamics, 53(4), 101083. doi:https://doi.org/10.1016/j.orgdyn.2024.101083
  9. Berger, A. N., Demirgüç-Kunt, A., Moshirian, F., & Saunders, A. (2021). The Way Forward for Banks During The COVID-19 Crisis and Beyond: Government and Central Bank Responses, Threats to the Global Banking Industry. Journal of Banking & Finance, 133, 1-4. doi:https://doi.org/10.1016/j.jbankfin.2021.106303
  10. Bin Saeed, B., Afsar, B., Shahjeha, A., & Imad Shah, S. (2019). Does Transformational Leadership Foster Innovative Work Behavior? The Roles of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement. Economic Research-Ekonomska Istraživanja, 32(1), 254-281. doi:https://doi.org/10.1080/1331677X.2018.1556108
  11. Binyamin, G., Friedman, A., & Carmeli, A. (2018). Reciprocal Care in Hierarchical Exchange: Implications for Psychological Safety and Innovative Behaviors at Work. Psychology of Aesthetics, Creativity, and the Arts, 12(1), 79. doi:https://psycnet.apa.org/doi/10.1037/aca0000129
  12. Christofi, M., Leonidou, E., Vrontis, D., Kitchen, P., & Papasolomou, I. (2015). Innovation and Cause-Related Marketing Success: A Conceptual Framework and Propositions. Journal of services marketing, 29(5), 354-366. doi:https://doi.org/10.1108/JSM-04-2014-0114
  13. Chughtai, M. S., Syed, F., Naseer, S., & Chinchilla, N. (2024). Role of Adaptive Leadership in Learning Organizations to Boost Organizational Innovations with Change Self-Efficacy. Current Psychology, 43(33), 27262-27281. doi:https://doi.org/10.1007/s12144-023-04669-z
  14. Chummar, S., Singh, P., & Ezzedeen, S. R. (2019). Exploring the Differential Impact of Work Passion on Life Satisfaction and Job Performance Via the Work–Family Interface. Personnel Review, 48(5), 1100-1119. doi:https://10.1108/PR-02-2017-0033.
  15. Corazza, G. E. (2016). Potential Originality and Effectiveness: The Dynamic Definition of Creativity. Creativity Research Journal, 28(3), 258-267. doi:https://doi.org/10.1080/10400419.2016.1195627
  16. Dietrich, A. (2019). Types of Creativity. Psychonomic Bulletin & Review, 26(1), 1-12. doi:https://doi.org/10.3758/s13423-018-1517-7
  17. Ferdinand, A. (2014). Metode Penelitian Manajemen Edisi 5. Semarang: Badan Penerbit Universitas Diponegoro.
  18. Gallagher, M. W., Long, L. J., & Phillips, C. A. (2020). Hope, Optimism, Self?Efficacy, and Posttraumatic Stress Disorder: A Meta?Analytic Review of the Protective Effects of Positive Expectancies. Journal of Clinical Psychology, 76(3), 329-355. doi:https://doi.org/10.1002/jclp.22882
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  20. Ghozali, I. (2021). Partial Least Squares: Konsep, Teknik, dan Aplikasi Menggunakan Program SmartPLS 3.2.9 Untuk penelitian Empiris. Semarang: Badan Penerbit Undip.
  21. Gu, Q., Tang, T. L.-P., & Jiang, W. (2015). Does Moral Leadership Enhance Employee Creativity? Employee Identification with Leader and Leader–Member Exchange (LMX) in the Chinese Context. Journal of Business Ethics, 126(3), 513-529. doi:https://doi.org/10.1007/s10551-013-1967-9
  22. Ismail, H. N., Iqbal, A., & Nasr, L. (2019). Employee Engagement and Job Performance in Lebanon. International Journal of Productivity and Performance Management, 68(3), 506-523. doi:https://doi.org/10.1108/IJPPM-02-2018-0052
  23. Jnaneswar, K., & Ranjit, G. (2022). Explicating Intrinsic Motivation's Impact on Job Performance: Employee Creativity as a Mediator. Journal of Strategy and Management, 15(4), 647-664. doi:https://doi.org/10.1108/JSMA-04-2021-0091
  24. Karanika-Murray, M., Duncan, N., Pontes, H. M., & Griffiths, M. D. (2015). Organizational Identification, Work Engagement, and Job Satisfaction. Journal of Managerial Psychology, 30(8), 1019-1033. doi:https://doi.org/10.1108/JMP-11-2013-0359
  25. Lee, A., Thomas, G., Martin, R., Guillaume, Y., & Marstand, A. F. (2019). Beyond Relationship Quality: The Role of Leader–Member Exchange Importance in Leader–Follower Dyads. Journal of Occupational and Organizational Psychology, 92(4), 736-763. doi:https://doi.org/10.1111/joop.12262
  26. Liu, C.-H. (2017). Creating competitive advantage: Linking Perspectives of Organization Learning, Innovation Behavior and Intellectual Capital. International Journal of Hospitality Management, 66, 13-23. doi:https://doi.org/10.1016/j.ijhm.2017.06.013
  27. Mainemelis, C., Kark, R., & Epitropaki, O. (2015). Creative Leadership: A Multi-Context Conceptualization. Academy of Management Annals, 9(1), 393-482. doi:https://doi.org/10.5465/19416520.2015.1024502
  28. Malahayati, M., Masui, T., & Anggraeni, L. (2021). An Assessment of the Short-Term Impact of COVID-19 on Economics and The Environment: A Case Study of Indonesia. Economia, 22(3), 291-313. doi:doi:https://doi.org/10.1016/j.econ.2021.12.003
  29. Narayanamurthy, G., & Tortorella, G. (2021). Impact of COVID-19 Outbreak on Employee Performance–Moderating Role of Industry 4.0 Base Technologies. International Journal of Production Economics, 234, 108075. doi:doi:https://doi.org/10.1016/j.ijpe.2021.108075
  30. Onjewu, A.-K. E., Olan, F., Paul, S., & Nguyen, H. T. T. (2023). The Effect of Government Support on Bureaucracy, COVID-19 Resilience and Export Intensity: Evidence from North Africa. Journal of Business Research, 156, 1-13. doi:https://doi.org/10.1016/j.jbusres.2022.113468
  31. Park, S., & Park, S. (2021). How Can Employees Adapt to Change? Clarifying the Adaptive Performance Concepts. Human Resource Development Quarterly, 32(1), E1-E15. doi:https://doi.org/10.1002/hrdq.21411
  32. Qu, R., Janssen, O., & Shi, K. (2017). Leader–Member Exchange and Follower Creativity: The Moderating Roles of Leader and Follower Expectations for Creativity. The International Journal of Human Resource Management, 28(4), 603-626. doi:https://doi.org/10.1080/09585192.2015.1105843
  33. Rabbani, M. R., Kayani, U., Bawazir, H. S., & Hawaldar, I. T. (2022). A Commentary on Emerging Markets Banking Sector Spillovers: Covid-19 vs GFC Pattern Analysis. Heliyon, 8(3). doi:https://doi.org/10.1016/j.heliyon.2022.e09074
  34. Raji, I. A., & Ismail, A. I. (2023). Perceived Organisational Support, Job Satisfaction and Turnover Intention in the Developing Context: Moderating Role of Emotional Intelligence. International Journal of Work Organisation and Emotion, 14(1), 45-71. doi:https://doi.org/10.1504/IJWOE.2023.130240
  35. Ramli, N. A., Latan, H., & Nartea, G. V. (2018). Why Should PLS-SEM Be Used Rather Than Regression? Evidence from the Capital Structure Perspective. In N. K. Avkiran & C. M. Ringle (Eds.), Partial Least Squares Structural Equation Modeling: Recent Advances in Banking and Finance (pp. 171-209). Cham: Springer International Publishing.
  36. Razak, H., Zakaria, N., & Mat, N. (2017). The Relationship between Psychological Empowerment and Job Involvement. Journal of Applied Structural Equation Modeling, 1(1), 44-61. doi:https://doi.org/10.47263/jasem.1(1)06
  37. Renn, R. W., Preston, F., Fabian, F., & Steinbauer, R. (2024). Employee Work Habits: A Definition and Process Model. Human Resource Management Review, 34(2), 101009. doi:https://doi.org/10.1016/j.hrmr.2023.101009
  38. Reyt, J.-N., Efrat-Treister, D., Altman, D., Shapira, C., Eisenman, A., & Rafaeli, A. (2022). When the Medium Massages Perceptions: Personal (Vs. Public) Displays of Information Reduce Crowding Perceptions and Outsider Mistreatment of Frontline Staff. Journal of Occupational Health Psychology, 27(1), 164. doi:https://doi.org/10.1037/ocp0000310
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