Abstrak

Baca Juga : PENGARUH KOMPETENSI, BEBAN KERJA DAN STRES KERJA TERHADAP WORK ENGAGEMENT DAN IMPLIKASINYA PADA KINERJA PEGAWAI DINAS PEMBERDAYAAN MASYARAKAT DAN GAMPONG ACEH (Alfian Lubis, 2018) ,

Baca Juga : FAKTOR-FAKTOR YANG MEMPENGARUHI KEPEMILIKAN PSIKOLOGIS SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN PT BANK ACEH SYARIAH (Nanta Aulia, 2019) ,

ian menunjukkan bahwa work engagement, keadilan organisasional berpengaruh secara signifikan terhadap perilaku kerja inovatif, namun tidak berpengaruh terhadap kinerja pegawai. pemberdayaan psikologis berpengaruh secara signifikan terhadap perilaku kerja inovatif maupun kinerja pegawai dinas energi dan sumber daya mineral aceh. perilaku kerja inovatif berperan sebagai fully mediator diantara pengaruh work engagement, dan keadilan organisasional terhadap kinerja pegawai pada dinas energi dan sumberdaya mineral aceh. implikasi dari penelitian ini, dinas energi dan sumberdaya mineral aceh perlu meningkatkan work engagement, dan keadilan organisasional melalui program perilaku kerja inovatif. kata kunci: work engagement, keadilan organisasional, dan pemberdayaan psikologis, perilaku kerja inovatif dan kinerja pegawai. abstrac abstract of final paper submitted to the examination committee as a partial fulfillment of requirement for the degree of master management of economics and business faculty of syiah kuala university effect of work engagement, organizational justice and psychological empowerment on innovative work behaviour and its impact on staff performance of aceh energy and mineral resources department by: mahdinur nim: 1609200020017 specialization: management supervisor : dr. said musnadi, se., m.si co-supervisor : dr. sulaiman, se.,mm abstract: this study aims to determine the effect of work engagement, organizational justice and psychological empowerment on innovative work behavior and its impact on staff performance of aceh energy and mineral resources department. the population of this study is the total employee working in the department which amounted to 117 employees. this research uses census method. the analytical method used is structural equation modeling (sem). the results showed that work engagement, and organizational justice significantly influence on the behavior of innovative work, but they did not affect the performance of employees. psychological empowerment significantly affects the innovative work behavior and performance of staff of the aceh energy and mineral resources department. innovative work behavior acts as a fully mediator between the influence of work engagement, and organizational justice on the performance of staff at the department of aceh energy and mineral resources. the implications of this research, department of aceh energy and mineral resources need to improve work engagement, and organizational justice through innovative work behavior programs. keywords: work engagement, organizational justice, and psychological empowerment, innovative work behavior and staff performance.

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