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Reply from Mr. Rafa Zacky Firzatullah
2024.11.05 13:54:10
Based on the research findings, the indirect effect of organizational support on
innovative behavior through extrinsic motivation is significant, but it appears to be
weaker compared to the direct effect of organizational support on innovative
behavior. Specifically, the direct influence of organizational support on innovative
behavior has a regression coefficient of 0.283 (p = 0.014), indicating a statistically
significant and positive direct impact. On the other hand, the indirect effect of
organizational support on innovative behavior through extrinsic motivation has a
regression coefficient of 0.099, which, while significant (Sobel z-value = 2.047, p
< 0.05), is notably lower than the direct effect.
This difference in effect size may suggest that while extrinsic motivation does
mediate the relationship between organizational support and innovative behavior,
direct organizational support is more influential in promoting employee innovation.
The stronger direct effect implies that employees may benefit more from the
immediate support and resources provided by the organization, which directly
encourages them to engage in innovative behaviors. This direct influence could
stem from the organization^s tangible resources, guidance, and support systems
that directly impact employees^ capacity to innovate.
Therefore, while extrinsic motivation adds value by further enhancing the impact
of organizational support, it appears that direct organizational support plays a
more critical role in fostering innovation. This finding suggests that organizations
aiming to drive innovation might prioritize direct support strategies while using
extrinsic motivators as supplementary tools.
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