The Role of Innovation Capability in Mediating the Influence of Transformational Leadership and Employee Competence on Human Resource Performance at BPR Marunting Sejahtera
Abstract
The global business landscape has experienced significant disruption due to the acceleration of technology, increasing intensity of market competition, and evolving workforce expectations. This fundamental transformation requires every organization, both private and public sectors, to not only survive but also proactively adapt and thrive by strengthening adaptive and innovative human resources (HR). Referring to the context of the phenomena and problems described in the background, this research is a field study using a quantitative approach. "Quantitative is a research method based on concrete data, research data in the form of numbers or numeric that will be measured using statistics as a calculation test tool, related to the problem being studied to produce a conclusion". Respondents' responses were measured using variables expressed quantitatively through a 5-point Likert scale, which covers a range from strongly disagree to strongly agree. Thus, the data collected is quantitative data. The variables that are the focus of this study include Transformational Leadership Style, Innovation, Employee Competence, and Human Resource Performance. Overall, this conclusion highlights that at PERUMDA BPR Marunting Sejahtera, Employee Competence is the main pillar that directly supports Human Resource Performance. Meanwhile, the Transformational Leadership Style has succeeded in creating a conducive environment for Innovation Capability, and employee competency also supports this innovation. However, the biggest challenge is how to translate this existing Innovation Capability into a directly measurable and significant improvement in Human Resource Performance. The innovation bridge, both from leadership and competency, is not yet fully solid to facilitate a significant performance impact.
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