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The world of education is very dynamic. Teachers, as the frontliners of education, are expected to keep up with the times. 21st century skills are believed to be essential to be integrated and implemented for the success of students and teachers. One of the 21st century skills taken as the basis of this research is innovation. Innovative work behavior is a continuous process that starts with seeking opportunities for ideas to solve problems encountered, then developing those ideas in new or alternative ways so that they can be accepted in the organization and implemented to provide benefits to both performance and the organization. This study aims to see the effect of intrinsic motivation, perceived autonomy support, and job crafting on innovative work behavior in XYZ Early Childhood Years and Elementary School, South Tangerang. Data were obtained from 80 Early Childhood Years and Elementary School teachers by using online questionnaires. This research is quantitative research using the path analysis through SEM-PLS method. The results of this study indicate that intrinsic motivation, perceived autonomy support, and job crafting have positive effect on innovative work behavior. Bahasa Indonesia Abstrak Dunia pendidikan sangatlah dinamis. Sebagai pelaksana dan ujung tombak pada dunia pendidikan, guru diharapkan untuk dapat mengikuti perkembangan zaman. Keterampilan abad 21 diyakini penting untuk diintegrasikan dan diimplementasikan bagi kesuksesan para siswa dan guru. Salah satu keterampilan abad 21 yang diambil sebagai dasar penelitian ini adalah inovasi. Innovative work behavior adalah suatu perilaku yang berkelanjutan, yang dimulai dari pencarian peluang ide untuk memecahkan masalah yang dihadapi, lalu dikembangkan dengan cara-cara baru atau alternatif sehingga dapat diterima dalam organisasi dan diimplementasikan untuk memberikan keuntungan atau manfaat kepada kinerja maupun organisasi. Penelitian ini bertujuan untuk melihat pengaruh intrinsic motivation, perceived autonomy support, dan job crafting terhadap innovative work behavior di TK-SD XYZ Tangerang Selatan. Data diperoleh dari 80 guru di TK-SD tersebut dengan cara penyebaran kuesioner secara daring. Penelitian ini adalah penelitian kuantitatif dengan analisis jalur melalui metode SEM-PLS. Hasil penelitian ini menunjukkan bahwa intrinsic motivation, perceived autonomy support, dan job crafting berpengaruh positif terhadap innovative work behavior.

The evolution of technology led to rapid changes that affected both organizations and employees. Employability was a term to describe a continuum process of fulfilling the skills and expertise that also changed rapidly. One’s behavior in crafting a job could lead to one’s employability. Organizational climate, which in this study was the creative climate, had a moderating role in affecting the job creation toward employability. This study aimed to explain the role of job crafting in predicting employability in government institution X and creative climate as the moderator. The quantitative approach was applied to this research, by distributing Employability Scale (α = 0.937), Job Crafting Scale (α=0.922), and Creative Climate Scale (α=0.950) to 129 employees of government institution X. The study showed that job crafting significantly predicted the employability (R2 = 56.7%; p = 0.000, p < 0.05) along with creative climate lessened the prediction of job crafting to employability (p = 0.027, p < 0.05). Thus, the hypothesis in this study was accepted. Therefore, it was worth noting that job crafting had benefits for employees’ employability with a constructive, suitable organizational climate.

The purpose of this research is to know and analyze the influence of a person's job fit and job crafting on organizational citizenship behavior through work engagement. This study uses a causal type of research using a quantitative approach with a sample of 76 respondents who are employees of the Medan Mayor's Office. To investigate the seven hypotheses proposed in this study, data collection techniques such as interviews and questionnaires were employed, as well as data analysis techniques such as Partial Least Square (SmartPls). The results show that person-job fit has a significant effect on organizational citizenship behavior, job crafting has a significant effect on organizational citizenship behavior, person-job fit has a significant effect on work engagement, job crafting has a significant effect on work engagement, person-job fit has a significant effect on organizational citizenship behavior through work engagement, and job crafting has a significant effect on organizational through work engagement.

Professional musicians have been continuously facing difficulties in career over time. One of the psychological threats for musicians is to lose their identity at work, which may lead to abandonment of their potential lifetime career. Previous studies have not emphasized the importance of certain work efforts to maintain work identity in the context of music career. This study conducted a literature review on the job crafting role to musicians’ work identity, and aimed to elaborate the existing concepts with the context of music profession. Using theoretical frameworks of job crafting and Job Demand-Resource theory, this study proposed theoretical perspectives to support the theories, by identifying five dimensions of job crafting (task, relational, cognitive, emotional, and physical) for professional musicians, as well as building a conceptual model that may help musicians to maintain work identity. This study also contributed theoretical insights and implications regarding the job crafting role towards identity construction for musicians, which could be considered during the current pandemic.

Workplace stressed employees’ well-being because people have to work from home (WFH) and adapt to a new routine of work and life since Covid-19 struck the world. Employees who WFH increase their perception of more autonomous on how to handle their tasks, this is known as job autonomy. This study aimed to examine the relationship between job autonomy and well-being, and the mediating effects of job crafting on job autonomy and employees’ well-being during WFH in Covid-19 Pandemic. An online survey was conducted and there were 427 respondents involved. The model was analyzed using WarpPLS 7.0 and the results showed that no significant relationship was found between job autonomy and well-being. Moreover, job autonomy and job crafting are related as well as job crafting and well-being. Job crafting significantly mediate the relationship between job autonomy and well-being. This study showed that during WFH, employee experience an excessive degree of job freedom and it give them more work pressure and decrease employees' subjective well-being. In a conclusion, this study brings several concerns that organizations should be giving attention to.

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Copyright of Jurnal Indonesia Sosial Teknologi is the property of Publikasi Indonesia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Tujuan penelitian ini ingin mengetahui hubungan pengaruh antara pelatihan job crafting dan penurunan tingkat kebosanan kerja. Hipotesis yang diajukan adalah terdapat perbedaan tingkat kebosanan kerja kelompok eksperimen-kontrol. Rancangan penelitian menggunakan desain kelompok kontrol prates-pascates. Konsep kebosanan kerja diukur menggunakan alat tes Dutch Boredom Scale (DUBS) diadaptasi dari Reijseger, et al. Pengukuran job crafting menggunakan Job Crafting Scale (JCS) diadaptasi dari Tims, et.al. Analisis data menggunakan Mann Whitney U. Hasil analisis menyebutkan nilai Z= -2,067 dan p = 0,039 (p < 0,05). Hasil ini menunjukkan adanya perbedaan skor secara signifikan tingkat kebosanan kerja kelompok eksperimen dan kontrol, setelah diberi pelatihan. Artinya, pelatihan job crafting merupakan alternatif penting dalam mengatasi kebosanan kerja.

The key success for an organization with a millennial workforce to win the competitiveness of the business industry in 4.0 era is having a compatible model of work engagement. In 2020 millennials will dominate, up to 75% of the labor force. Therefore it is necessary to scientifically inquire deeper on this generation. This research adopts the Job Demand Resources Model (JD-R) as a theoretical framework. It specifically aims to analyze the most suitable work engagement model among millennials who work at state-owned companies. Predictor variables in this research are job crafting and meaningful work as a mediator. This quantitative research (N=318) uses scaling for data collection and Structural Equation Model (SEM) to test the data. This research found: (1) work engagement model fits for the millennial workforce; (2) job crafting has direct significant effect to work engagement; (3) meaningful work plays as a mediator between job crafting and work engagement.