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CONNECTING CONTEXTUAL PERFORMANCE TO CULTURAL OPENNESS, STRATEGIC MANAGEMENT, AND ORGANIZATIONAL CLIMATE THROUGH INNOVATIVE WORK BEHAVIOR: EVIDENCE FROM PRIVATE UNIVERSITIES

Jurnal Ilmiah Ilmu Terapan Universitas Jambi · Vol. 9 No. 4 (2025) · pp. 1680–1695

DOI
10.22437/jiituj.v9i4.49719
ISSN
2580-2259, 2580-2240
Published
2025-12-03
Publisher
LPPM Universitas Jambi
Language
en
License
creativecommons.org/licenses/by/4.0

Abstract

Supportive organizational climates and strategic management that prioritizes innovation are critical variables that affect contextual performance. Nevertheless, this influence is not directly felt; rather, it is facilitated by innovative work practices. People who are motivated by the company's strategy and supported by a positive organizational climate are more likely to demonstrate innovative work behavior, which in turn enhances their contextual performance and makes a positive contribution to the organization as a whole. The sample for this study was composed of 280 educational staff members from nine private universities in Medan City, each of which had a minimum accreditation rating of B. Descriptive and structural equation modeling (SEM) analyses were implemented. It is evident from the findings that innovative work behavior is significantly influenced by cultural openness. Work behavior that is innovative has a substantial impact on contextual performance. The influence of cultural openness and contextual performance is mediated by innovative work behavior. The behavior of innovative employees is substantially determined by strategic management. Contextual performance is substantially predicted by strategic management. The influence of strategic management and contextual performance is mediated by innovative work behavior. Innovative work behavior is substantially determined by organizational climate. The contextual performance is significantly influenced by the organizational climate. Innovative work behavior serves as a mediator between contextual performance and organizational climate.

Keywords

Collaboration network of the authors

30 authors · 75 co-authorship links · 4 across different organisations

Hover or tap a name to highlight its co-authors. Double-click to open the author's page.

  • Universitas Sulawesi Tenggara
  • Universitas Halu Oleo
  • Affiliation unknown
  • Different organisations
  • Same organisation
  • Affiliation unknown
  • Thicker line = more joint articles · bigger circle = more articles
Show as table
Co-authorOrganisationJoint articles
Sesraria YuvandaAffiliation unknown2
Muhammad Rachmad RAffiliation unknown2
Erni AchmadAffiliation unknown2
Zamzami ZamzamiAffiliation unknown2
Ayu Lestari DewiUniversitas Sulawesi Tenggara1
Muh. TahirUniversitas Halu Oleo1
M YusufUniversitas Sulawesi Tenggara1
La NiasaUniversitas Sulawesi Tenggara1
Hijriani HijrianiUniversitas Sulawesi Tenggara1
Alimuddin AlimuddinAffiliation unknown1
Khairul AmriAffiliation unknown1
Inayah YasirAffiliation unknown1
Wilya AnandaAffiliation unknown1
Muhammad Banda SelamatAffiliation unknown1
Chair RaniAffiliation unknown1
Amir Hamzah MuhiddinAffiliation unknown1
Lela Nurlaela WatiAffiliation unknown1
Ahmad DardaAffiliation unknown1
Rama YuliAffiliation unknown1
Tadjuddin MaknunAffiliation unknown1
Ikhwan M. SaidAffiliation unknown1
Hermawan Pamot RaharjoAffiliation unknown1
Donny Wira Yudha KusumaAffiliation unknown1
uupriadi UppyAffiliation unknown1
Syahrir SyahrirUniversitas Sulawesi Tenggara1
Irsan KaharAffiliation unknown1
Andi Alif TunruAffiliation unknown1

Affiliations come from OpenAlex; journal OAI-PMH metadata carries none. Authors without an OpenAlex ID are matched by name, which can merge or split people.

Metadata source: OAI-PMH (metadata jurnal) https://online-journal.unja.ac.id/index.php/JIITUJ/oai, first harvested 5 Nov 2026, last seen 5 Nov 2026.
Original metadata (oai_dc) 
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	<dc:title xml:lang="en">CONNECTING CONTEXTUAL PERFORMANCE TO CULTURAL OPENNESS, STRATEGIC MANAGEMENT, AND ORGANIZATIONAL CLIMATE THROUGH INNOVATIVE WORK BEHAVIOR: EVIDENCE FROM PRIVATE UNIVERSITIES</dc:title>
	<dc:creator xml:lang="en">Supriadi, Supriadi</dc:creator>
	<dc:creator xml:lang="en">Abdrazakova, Ainur</dc:creator>
	<dc:creator xml:lang="en">Listyaningsih, Erna</dc:creator>
	<dc:subject xml:lang="en">Contextual Performance</dc:subject>
	<dc:subject xml:lang="en">Cultural Openness</dc:subject>
	<dc:subject xml:lang="en">Innovative Work Behavior</dc:subject>
	<dc:subject xml:lang="en">Organizational Climate</dc:subject>
	<dc:subject xml:lang="en">Strategic Management</dc:subject>
	<dc:description xml:lang="en">Supportive organizational climates and strategic management that prioritizes innovation are critical variables that affect contextual performance. Nevertheless, this influence is not directly felt; rather, it is facilitated by innovative work practices. People who are motivated by the company's strategy and supported by a positive organizational climate are more likely to demonstrate innovative work behavior, which in turn enhances their contextual performance and makes a positive contribution to the organization as a whole.  The sample for this study was composed of 280 educational staff members from nine private universities in Medan City, each of which had a minimum accreditation rating of B. Descriptive and structural equation modeling (SEM) analyses were implemented. It is evident from the findings that innovative work behavior is significantly influenced by cultural openness. Work behavior that is innovative has a substantial impact on contextual performance. The influence of cultural openness and contextual performance is mediated by innovative work behavior. The behavior of innovative employees is substantially determined by strategic management. Contextual performance is substantially predicted by strategic management. The influence of strategic management and contextual performance is mediated by innovative work behavior. Innovative work behavior is substantially determined by organizational climate. The contextual performance is significantly influenced by the organizational climate. Innovative work behavior serves as a mediator between contextual performance and organizational climate.</dc:description>
	<dc:publisher xml:lang="en">LPPM Universitas Jambi</dc:publisher>
	<dc:date>2025-12-03</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://online-journal.unja.ac.id/JIITUJ/article/view/49719</dc:identifier>
	<dc:identifier>10.22437/jiituj.v9i4.49719</dc:identifier>
	<dc:source xml:lang="en">Jurnal Ilmiah Ilmu Terapan Universitas Jambi; Vol. 9 No. 4 (2025): Volume 9, Nomor 4, December 2025; 1680-1695</dc:source>
	<dc:source>2580-2259</dc:source>
	<dc:source>2580-2240</dc:source>
	<dc:language>en</dc:language>
	<dc:relation>https://online-journal.unja.ac.id/JIITUJ/article/view/49719/23023</dc:relation>
	<dc:rights xml:lang="en">Copyright (c) 2025 Supriadi, Ainur Abdrazakova, Erna Listyaningsih</dc:rights>
	<dc:rights xml:lang="en">https://creativecommons.org/licenses/by/4.0</dc:rights>
</oai_dc:dc>