Knowledge, Innovative Work Behavior, Work Culture on HR Performance
Abstract
This study aims to analyze the effect of knowledge quality on innovative work behavior and human resource (HR) performance, as well as the effect of innovative work behavior on HR performance at the Customs and Excise Supervision and Service Office Type Madya Pabean A Semarang. This research uses an associative explanatory design with a quantitative approach. The population consists of all civil servants and non-civil servants totaling 203 employees, with a sample of 135 respondents determined using the Slovin formula. The sampling technique employed is non-probability sampling with convenience sampling. Data were collected using closed-ended questionnaires with a Likert scale of 1–5, covering knowledge quality, innovative work behavior, and HR performance variables. Data analysis was conducted using Partial Least Square (PLS). The results indicate that knowledge quality has a significant effect on innovative work behavior, knowledge quality has a significant effect on HR performance, and innovative work behavior has a significant effect on HR performance. These findings suggest that effective knowledge management encourages innovative behavior and improves employee performance. Therefore, organizations are recommended to strengthen knowledge management systems and promote an innovation-oriented culture to enhance HR performance sustainably.
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