Knowledge sharing has an important role in the management of any organization. It can lead to increased knowledge creation, collaboration level, and level of innovation, which, in turn, increases organizational performances. However, few studies have empirically examined the effect of knowledge sharing activities on an individual's belief in a public sector organizational setting, especially in Indonesia. This study was conducted to analyze the role of knowledge sharing in affecting the activities of creative self-efficacy within public organizations. This study used purposive sampling which designed to focus on employees who have positioned as a researcher in one of Directorate of Ministry of Public Works and Housing of the Republic of Indonesia. The questionnaire used in this study was adapted from Brockhus and Yu instruments. The result of this study shows that there is a positive and significant effect of knowledge sharing activities on creative self-efficacy. The higher the level of knowledge sharing activities within the organization, the more it will encourage creative self-efficacy. The majority of the respondent in this study that classified as Y generation (Millenials) was the main reason of the differences between the conclusion of this study and previous ones who argues that knowledge sharing initiatives are more difficult to be implemented in public sector organization as many of public sector officers believe that the activities of knowledge sharing meant losing power and an extra work surface.

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Tujuan dari Penelitian ini adalah menganalisis dampak gaya kepemimpinan atas keterikatan kerja pegawai Pusat Penelitian dan Pengembangan Sumber Daya Air, Kementerian Pekerjaan Umum dan Perumahan Rakyat. Metode yang digunakan yaitu metode deskriptif dan verifikatif. Pengumpulan data primer dilakukan dengan menggunakan kuesioner. Responden dalam penelitian ini adalah 100 orang pegawai negeri sipil kantor pusat Puslitbang Sumber Daya Air yang diambil secara proporsional. Adapun metode penentuan sampel yang digunakan adalah convenience sampling. Hasil penelitian menunjukkan bahwa gaya kepemimpinan situasional di Puslitbang SDA lebih termasuk kedalam gaya kepemimpinan selling, terutama jika dibandingkan dengan gaya kepemimpinan telling, participating, dan delegating. Studi ini menunjukkan bahwa keterikatan kerja di Puslitbang SDA termasuk dalam kategori tinggi. Selain itu, hasil analisis regresi sederhana pada penelitian ini mengungkap dampak yang bermakna penting dari gaya kepemimpinan atas keterikatan kerja.  Keragaman varian penjelas keterikatan kerja yang ditinjau dari gaya kepemimpinan tergolong moderat, sehingga hal ini membuka peluang yang lebih besar untuk studi lebih lanjut di masa mendatang.

It is critical for a worker to continue to innovate in order to perform a role at work. Worker's innovation will accelerate the organization to the success gate. A worker must exhibit innovative behavior in order to continue to innovate. Organizations must be innovative in order to survive and adapt to changing conditions. Villages can benefit from innovation in adapting to change and responding to challenges brought about by these changes. Therefire, workers innovative behavior is one of the most important aspects of the organization. A person's innovative behavior can be influenced by a variety of factors. However, few studies have been conducted to date that examine the impact of work engagement on innovative behavior. This study aims to examine the impact of work engagement on the innovative behavior of workers. The population involved in this study were village workers from Majasari Village and Sliyeg Village, Indramayu City, and there were 42 people who participated in filling out the questionnaire. The questionnaire used is an adaptation of previous research which consists of two variables, namely work engagement and innovative behavior. The results showed that work engagement has a significant influence on the innovative behavior of workers. Thus, workers innovation can be maximized through increased work engagement.

While globally the Covid-19 pandemic is at different stages and far from under control in some countries, it reveals that the organisation in any sector faces a simple and complex problem about health issues and organisational problems such as managing people remote working areas. Adaptive personnel policies are introduced, such as work from home, online or digital meeting, and flexible work arrangement to effectively manage the individual issue. In this article, we empirically test models of perceived productivity among employees in a pandemic situational context. The research questions guiding this work are: How well flexible working arrangements could foster productivity among employees in the pandemic outbreak. Using convenience sampling, about 52 employees from various organisations participate as respondents in this research. Data were collected through questionnaires in which participants completed measures of flexible working arrangements and perceived productivity. The quantitative methodology was used, and regression analysis applied to analyse the effect of flexible work arrangements on perceived productivity. Our results show that the progression of productivity through flexible working is linear. More flexible work arrangements for employees would play a significant role in the greater perceived productivity. Findings also indicate that flexible work arrangements accounted for 0.329 of the variances in perceived productivity. The study findings suggest the importance of flexible working arrangements getting employees on the right track in building better productivity. The implications of these findings and directions for future research are addressed and discussed in this study.