THE ROLE OF RESONANCE INNOVATIVE WORK BEHAVIOR IN MEDIATING THE INFLUENCE OF PROCEDURAL JUSTICE AND COMPETENCY ON RESEARCHERS' PERFORMANCE IN EAST JAVA PROVINCE

Abstract

Objective: This study aims to analyze the direct influence of procedural justice (transparency, consistency, accuracy) and researcher competence (technical skills, collaboration, conceptual thinking) on performance, and to test the mediating role of Resonance Innovative Work Behavior (RIWB) in the relationship between the two. Specifically, this study measures: (1) the impact of procedural justice on performance; (2) the contribution of competence to performance; (3) the mediating mechanism of RIWB (exploration, implementation, and resonance of ideas with stakeholders) in the relationship between procedural justice-competence and performance. The results are expected to reveal how innovation culture strengthens the effects of independent variables on researcher productivity and institutional research ecosystems. Method: The purpose of this study is to analyze the influence of procedural justice and competence on researcher performance. In addition, this study also aims to test the mediating role of innovative work behavior in the relationship between procedural justice and researcher performance, as well as in the relationship between competence and researcher performance. Thus, this study not only looks at the direct influence of the two variables on performance, but also how innovative work behavior can be a mediator in improving researcher performance. Research Findingsand Discussions: This research method uses an explanatory quantitative approach with the aim of testing the causal relationship between variables. The study population consisted of 361 BRIN researchers in East Java Province, and the sampling technique used was proportional stratified random sampling to ensure sample representativeness. Data were collected through a structured questionnaire using a Likert scale of 1-5 as a measurement instrument. Data analysis was carried out using Structural Equation Modeling (SEM) through SmartPLS software. The variables studied included procedural justice (X1), competence (X2), innovative work behavior (Y), and researcher performance (Z). Research Implications: The implications of this study emphasize the importance of human resource (HR) policies for BRIN and BRIDA to ensure fair procedures in the entire HR management process as an effort to improve researcher performance. In addition, competency development through training programs specifically designed to encourage innovative work behavior among researchers is very crucial. Furthermore, building an organizational culture that supports innovation will strengthen innovative work behavior and ultimately contribute significantly to improving researcher performance in a sustainable manner. Originality/Value: This study contributes by integrating procedural justice and competence as factors that influence researchers' performance through the mediation of innovative work behavior. In the context of the institutional transformation of BRIN and the establishment of BRIDA in East Java Province, this study offers relevant empirical insights for the development of HR management policies and practices in research institutions.

Alternate abstract:

Objetivo: Este estudo tem como objetivo analisar a influência direta da justiça processual (transparência, consistência, precisão) e da competência do pesquisador (habilidades técnicas, colaboração, pensamento conceitual) no desempenho, e testar o papel mediador do Comportamento Inovador de Ressonância no Trabalho (RIWB) na relação entre os dois. Especificamente, este estudo mede: (1) o impacto da justiça processual no desempenho; (2) a contribuição da competência para o desempenho; (3) o mecanismo mediador do RIWB (exploração, implementação e ressonância de ideias com as partes interessadas) na relação entre justiça processual-competência e desempenho. Espera-se que os resultados revelem como a cultura de inovação fortalece os efeitos das variáveis independentes na produtividade do pesquisador e nos ecossistemas institucionais de pesquisa. Método: O objetivo deste estudo é analisar a influência da justiça processual e da competência no desempenho do pesquisador. Além disso, este estudo também visa testar o papel mediador do comportamento inovador no trabalho na relação entre justiça processual e desempenho do pesquisador, bem como na relação entre competência e desempenho do pesquisador. Assim, este estudo não apenas analisa a influência direta das duas variáveis no desempenho, mas também como o comportamento inovador no trabalho pode ser um mediador na melhoria do desempenho do pesquisador. Resultados e Discussões da Pesquisa: Este método de pesquisa utiliza uma abordagem quantitativa explicativa com o objetivo de testar a relação causal entre variáveis. A população do estudo consistiu em 361 pesquisadores do BRIN na província de Java Oriental, e a técnica de amostragem utilizada foi a amostragem aleatória estratificada proporcional para garantir a representatividade da amostra. Os dados foram coletados por meio de um questionário estruturado, utilizando uma escala Likert de 1 a 5 como instrumento de medida. A análise dos dados foi realizada utilizando a Modelagem de Equações Estruturais (MEE) por meio do software SmartPLS. As variáveis estudadas incluíram justiça processual (X1), competência (X2), comportamento de trabalho inovador (Y) e desempenho do pesquisador (Z). Implicações da Pesquisa: As implicações deste estudo enfatizam a importância das políticas de recursos humanos (RH) para o BRIN e o BRIDA, a fim de garantir procedimentos justos em todo o processo de gestão de RH, como um esforço para aprimorar o desempenho dos pesquisadores. Além disso, o desenvolvimento de competências por meio de programas de treinamento especificamente elaborados para incentivar o comportamento inovador no trabalho entre os pesquisadores é crucial. Ademais, a construção de uma cultura organizacional que apoie a inovação fortalecerá o comportamento inovador no trabalho e, em última análise, contribuirá significativamente para a melhoria sustentável do desempenho dos pesquisadores. Originalidade/Valor: Este estudo contribui ao integrar justiça processual e competência como fatores que influenciam o desempenho de pesquisadores por meio da mediação de comportamentos inovadores no trabalho. No contexto da transformação institucional do BRIN e do estabelecimento do BRIDA na Província de Java Oriental, este estudo oferece insights empíricos relevantes para o desenvolvimento de políticas e práticas de gestão de RH em instituições de pesquisa.

Alternate abstract:

Objetivo: Este estudio tiene como objetivo analizar la influencia directa de la justicia procesal (transparencia, consistencia, precisión) y la competencia del investigador (habilidades técnicas, colaboración, pensamiento conceptual) en el desempeño, y probar el papel mediador del Comportamiento Laboral Innovador Resonante (RIWB) en la relación entre ambos. En concreto, este estudio mide: (1) el impacto de la justicia procesal en el desempeño; (2) la contribución de la competencia al desempeño; (3) el mecanismo de mediación de la RIWB (exploración, implementación y resonancia de ideas con las partes interesadas) en la relación entre justicia procesal, competencia y desempeño. Se espera que los resultados revelen cómo la cultura de la innovación fortalece los efectos de las variables independientes sobre la productividad de los investigadores y los ecosistemas de investigación institucionales. Método: El objetivo de este estudio es analizar la influencia de la justicia procesal y la competencia en el desempeño investigador. Además, este estudio también pretende comprobar el papel mediador del comportamiento laboral innovador en la relación entre la justicia procesal y el desempeño del investigador, así como en la relación entre la competencia y el desempeño del investigador. Así, este estudio no sólo analiza la influencia directa de ambas variables sobre el rendimiento, sino también cómo el comportamiento innovador en el trabajo puede ser un mediador en la mejora del desempeño del investigador. Conclusiones y Debates de la Investigación: Las implicaciones de este estudio enfatizan la importancia de las políticas de recursos humanos (RR.HH.) para BRIN y BRIDA para garantizar procedimientos justos en todo el proceso de gestión de RR.HH. en un esfuerzo por mejorar el desempeño de los investigadores. Además, es crucial desarrollar habilidades a través de programas de capacitación diseñados específicamente para fomentar un comportamiento innovador en el lugar de trabajo entre los investigadores. Además, construir una cultura organizacional que apoye la innovación fortalecerá el comportamiento innovador en el trabajo y, en última instancia, contribuirá significativamente a la mejora sostenible del desempeño de los investigadores. Implicaciones de la Investigación: Las implicaciones de este estudio enfatizan la importancia de las políticas de recursos humanos (RR.HH.) para BRIN y BRIDA para garantizar procedimientos justos en todo el proceso de gestión de RR.HH. en un esfuerzo por mejorar el desempeño de los investigadores. Además, es crucial desarrollar habilidades a través de programas de capacitación diseñados específicamente para fomentar un comportamiento innovador en el lugar de trabajo entre los investigadores. Además, construir una cultura organizacional que apoye la innovación fortalecerá el comportamiento innovador en el trabajo y, en última instancia, contribuirá significativamente a la mejora sostenible del desempeño de los investigadores. Originalidad/Valor: Este estudio contribuye integrando la justicia procesal y la competencia como factores que influyen en el desempeño de los investigadores a través de la mediación de comportamientos innovadores en el trabajo. En el contexto de la transformación institucional de BRIN y el establecimiento de BRIDA en la provincia de Java Oriental, este estudio ofrece información empírica relevante para el desarrollo de políticas y prácticas de gestión de RR.HH. en instituciones de investigación.

Headnote

ABSTRACT

Objective: This study aims to analyze the direct influence of procedural justice (transparency, consistency, accuracy) and researcher competence (technical skills, collaboration, conceptual thinking) on performance, and to test the mediating role of Resonance Innovative Work Behavior (RIWB) in the relationship between the two. Specifically, this study measures: (1) the impact of procedural justice on performance; (2) the contribution of competence to performance; (3) the mediating mechanism of RIWB (exploration, implementation, and resonance of ideas with stakeholders) in the relationship between procedural justice-competence and performance. The results are expected to reveal how innovation culture strengthens the effects of independent variables on researcher productivity and institutional research ecosystems.

Method: The purpose of this study is to analyze the influence of procedural justice and competence on researcher performance. In addition, this study also aims to test the mediating role of innovative work behavior in the relationship between procedural justice and researcher performance, as well as in the relationship between competence and researcher performance. Thus, this study not only looks at the direct influence of the two variables on performance, but also how innovative work behavior can be a mediator in improving researcher performance.

Research Findingsand Discussions: This research method uses an explanatory quantitative approach with the aim of testing the causal relationship between variables. The study population consisted of 361 BRIN researchers in East Java Province, and the sampling technique used was proportional stratified random sampling to ensure sample representativeness. Data were collected through a structured questionnaire using a Likert scale of 1-5 as a measurement instrument. Data analysis was carried out using Structural Equation Modeling (SEM) through SmartPLS software. The variables studied included procedural justice (X1), competence (X2), innovative work behavior (Y), and researcher performance (Z).

Research Implications: The implications of this study emphasize the importance of human resource (HR) policies for BRIN and BRIDA to ensure fair procedures in the entire HR management process as an effort to improve researcher performance. In addition, competency development through training programs specifically designed to encourage innovative work behavior among researchers is very crucial. Furthermore, building an organizational culture that supports innovation will strengthen innovative work behavior and ultimately contribute significantly to improving researcher performance in a sustainable manner.

Originality/Value: This study contributes by integrating procedural justice and competence as factors that influence researchers' performance through the mediation of innovative work behavior. In the context of the institutional transformation of BRIN and the establishment of BRIDA in East Java Province, this study offers relevant empirical insights for the development of HR management policies and practices in research institutions.

Keywords: Justiça Processual, Competência, Comportamento Inovador no Trabalho (IWB), Desempenho do Pesquisador.

RESUMO

Objetivo: Este estudo tem como objetivo analisar a influência direta da justiça processual (transparência, consistência, precisão) e da competência do pesquisador (habilidades técnicas, colaboração, pensamento conceitual) no desempenho, e testar o papel mediador do Comportamento Inovador de Ressonância no Trabalho (RIWB) na relação entre os dois. Especificamente, este estudo mede: (1) o impacto da justiça processual no desempenho; (2) a contribuição da competência para o desempenho; (3) o mecanismo mediador do RIWB (exploração, implementação e ressonância de ideias com as partes interessadas) na relação entre justiça processual-competência e desempenho. Espera-se que os resultados revelem como a cultura de inovação fortalece os efeitos das variáveis independentes na produtividade do pesquisador e nos ecossistemas institucionais de pesquisa.

Método: O objetivo deste estudo é analisar a influência da justiça processual e da competência no desempenho do pesquisador. Além disso, este estudo também visa testar o papel mediador do comportamento inovador no trabalho na relação entre justiça processual e desempenho do pesquisador, bem como na relação entre competência e desempenho do pesquisador. Assim, este estudo não apenas analisa a influência direta das duas variáveis no desempenho, mas também como o comportamento inovador no trabalho pode ser um mediador na melhoria do desempenho do pesquisador.

Resultados e Discussões da Pesquisa: Este método de pesquisa utiliza uma abordagem quantitativa explicativa com o objetivo de testar a relação causal entre variáveis. A população do estudo consistiu em 361 pesquisadores do BRIN na província de Java Oriental, e a técnica de amostragem utilizada foi a amostragem aleatória estratificada proporcional para garantir a representatividade da amostra. Os dados foram coletados por meio de um questionário estruturado, utilizando uma escala Likert de 1 a 5 como instrumento de medida. A análise dos dados foi realizada utilizando a Modelagem de Equações Estruturais (MEE) por meio do software SmartPLS. As variáveis estudadas incluíram justiça processual (X1), competência (X2), comportamento de trabalho inovador (Y) e desempenho do pesquisador (Z).

Implicações da Pesquisa: As implicações deste estudo enfatizam a importância das políticas de recursos humanos (RH) para o BRIN e o BRIDA, a fim de garantir procedimentos justos em todo o processo de gestão de RH, como um esforço para aprimorar o desempenho dos pesquisadores. Além disso, o desenvolvimento de competências por meio de programas de treinamento especificamente elaborados para incentivar o comportamento inovador no trabalho entre os pesquisadores é crucial. Ademais, a construção de uma cultura organizacional que apoie a inovação fortalecerá o comportamento inovador no trabalho e, em última análise, contribuirá significativamente para a melhoria sustentável do desempenho dos pesquisadores.

Originalidade/Valor: Este estudo contribui ao integrar justiça processual e competência como fatores que influenciam o desempenho de pesquisadores por meio da mediação de comportamentos inovadores no trabalho. No contexto da transformação institucional do BRIN e do estabelecimento do BRIDA na Província de Java Oriental, este estudo oferece insights empíricos relevantes para o desenvolvimento de políticas e práticas de gestão de RH em instituições de pesquisa.

Palavras-chave: Liderança Transformacional, Suporte Organizacional Percebido, Compartilhamento de Conhecimento, Comprometimento Organizacional, Desempenho, Religiosidade.

RESUMEN

Objetivo: Este estudio tiene como objetivo analizar la influencia directa de la justicia procesal (transparencia, consistencia, precisión) y la competencia del investigador (habilidades técnicas, colaboración, pensamiento conceptual) en el desempeño, y probar el papel mediador del Comportamiento Laboral Innovador Resonante (RIWB) en la relación entre ambos. En concreto, este estudio mide: (1) el impacto de la justicia procesal en el desempeño; (2) la contribución de la competencia al desempeño; (3) el mecanismo de mediación de la RIWB (exploración, implementación y resonancia de ideas con las partes interesadas) en la relación entre justicia procesal, competencia y desempeño. Se espera que los resultados revelen cómo la cultura de la innovación fortalece los efectos de las variables independientes sobre la productividad de los investigadores y los ecosistemas de investigación institucionales.

Método: El objetivo de este estudio es analizar la influencia de la justicia procesal y la competencia en el desempeño investigador. Además, este estudio también pretende comprobar el papel mediador del comportamiento laboral innovador en la relación entre la justicia procesal y el desempeño del investigador, así como en la relación entre la competencia y el desempeño del investigador. Así, este estudio no sólo analiza la influencia directa de ambas variables sobre el rendimiento, sino también cómo el comportamiento innovador en el trabajo puede ser un mediador en la mejora del desempeño del investigador.

Conclusiones y Debates de la Investigación: Las implicaciones de este estudio enfatizan la importancia de las políticas de recursos humanos (RR.HH.) para BRIN y BRIDA para garantizar procedimientos justos en todo el proceso de gestión de RR.HH. en un esfuerzo por mejorar el desempeño de los investigadores. Además, es crucial desarrollar habilidades a través de programas de capacitación diseñados específicamente para fomentar un comportamiento innovador en el lugar de trabajo entre los investigadores. Además, construir una cultura organizacional que apoye la innovación fortalecerá el comportamiento innovador en el trabajo y, en última instancia, contribuirá significativamente a la mejora sostenible del desempeño de los investigadores.

Implicaciones de la Investigación: Las implicaciones de este estudio enfatizan la importancia de las políticas de recursos humanos (RR.HH.) para BRIN y BRIDA para garantizar procedimientos justos en todo el proceso de gestión de RR.HH. en un esfuerzo por mejorar el desempeño de los investigadores. Además, es crucial desarrollar habilidades a través de programas de capacitación diseñados específicamente para fomentar un comportamiento innovador en el lugar de trabajo entre los investigadores. Además, construir una cultura organizacional que apoye la innovación fortalecerá el comportamiento innovador en el trabajo y, en última instancia, contribuirá significativamente a la mejora sostenible del desempeño de los investigadores.

Originalidad/Valor: Este estudio contribuye integrando la justicia procesal y la competencia como factores que influyen en el desempeño de los investigadores a través de la mediación de comportamientos innovadores en el trabajo. En el contexto de la transformación institucional de BRIN y el establecimiento de BRIDA en la provincia de Java Oriental, este estudio ofrece información empírica relevante para el desarrollo de políticas y prácticas de gestión de RR.HH. en instituciones de investigación.

Palabras clave: Liderazgo Transformacional, Apoyo Organizacional Percibido, Intercambio de Conocimientos, Compromiso Organizacional, Desempeño, Religiosidad.

1 INTRODUCTION

The National Research and Innovation Agency (BRIN) was established based on Presidential Regulation (Perpres) Number 74 of 2019 with a mandate to conduct research, development, assessment, and implementation as well as invention and innovation in an integrated manner. Initially under the auspices of the Ministry of Research and Technology, BRIN was later designated as the only national research agency through Presidential Regulation Number 33 of 2021, by integrating a number of research institutions such as LIPI, BPPT, BATAN, LAPAN, and other ministry/institutional research and development units.

The consequences of this institutional reform also affect the organizational structure at the regional level, where Presidential Regulation Number 78 of 2021 mandates the establishment of the Regional Research and Innovation Agency (BRIDA). In East Java Province, the institutional transformation from Balitbangda to BRIDA will be effectively implemented in 2024, in accordance with the provisions of Permendagri No. 86 of 2017 which limits changes to the RPJMD if the remaining validity period is less than three years. Along with the national integration of BRIN, there has also been a transfer of employee status of researchers from ministries/institutions to BRIN since January 1, 2022. In East Java Province, there are 361 researchers who are administratively under BRIN, although their research activities remain in their original work areas. The number of researchers in this province increased from 224 people in 2020 to 361 people in 2023 (East Java Research and Development Agency, 2023).

However, the increase in the number of researchers is not necessarily followed by an increase in the quality of researcher performance, as shown by the minimum work results (HKM) data. Of the 361 researchers, 357 have not met the required credit points, and 2 have failed to be promoted. This phenomenon raises questions about the factors that influence researcher performance, especially in the context of institutional transformation and research bureaucratic reform. Evaluation of researcher performance is important, considering that performance is the main indicator of the success of institutional integration and the effectiveness of the national research system. Employee performance assessment, including researchers, refers to Government Regulation No. 30 of 2019, PermenPAN-RB No. 34 of 2018 concerning Researcher Functional Positions, and LIPI Regulation No. 20 of 2019 concerning Technical Instructions for Researcher Functional Positions.

In various studies, employee performance is determined by many factors, both individual and organizational. Gibson et al. (2011) stated that competence is one of the main determinants of employee performance. In addition, procedural justice also plays an important role in shaping employee perceptions of justice and work motivation. However, several studies show inconsistent results regarding the influence of these two variables on performance. Empirical studies also still find inconsistent research results on the influence of procedural justice on employee performance. The following table presents gap research data on the influence of procedural justice on employee performance.

As shown in Table 1, there is a research gap regarding the effect of procedural justice on employee performance. Some studies show a positive effect (Clercq et al., 2020; Felix & Adam, 2019; Ha et al., 2022), while other studies find no significant effect (Jamal, 2020; Kalay, 2016; Pakpahan et al., 2020). Likewise, studies on the effect of competence on performance also show inconsistent results (see Table 1.2).

Theoretical studies on competence state that competence influences employee performance. Spencer and Spencer, (1993:315) state that factors influenced by competence include: management development, recruitment, training and development, performance management, career planning, salary and reward, team building. Empirical studies on competence show that there is still inconsistency in research results.

The influence of competence on employee performance, the following is a gap research table the influence of competence on employee performance.

The inconsistency of the results indicates an important research gap to be explored further, especially in the context of BRIN researcher performance in East Java Province. Therefore, this study focuses on two main factors that influence researcher performance: competence as an individual factor, and procedural justice as an organizational factor. In addition, the role of innovative work behavior as a mediating variable will also be studied, considering its urgency in the context of research organizations that are required to be innovative, adaptive, and high-performance.

This study aims to evaluate the performance of researchers in East Java Province after institutional integration into BRIN, and to explore the influence of competence and procedural justice on researcher performance by considering the mediating role of innovative work behavior. The results of this study are expected to be the basis for formulating strategic policies in supporting institutional transition towards BRIDA and improving the quality of research in the region.

2 THEORETICAL FRAMEWORK

Theory is divided into 3 (three) important parts, namely grand theory, middle theory and applied theory (Pinder and Moore, 1980:6). Grand theory is a theory used to explain the relationship of all theoretical buildings with science/group of sciences that are still abstract because they are composed of the main concepts used to understand the social world. Middle theory is a theory that is useful for explaining the relationship of propositions that will be tested with hypotheses (Sekaran and Bougie, 2016:45). Middle theory is useful for forming a scientific thinking framework that can produce research results. Middle range theory is a link between grand theory and applied theory. Applied Theory is a theory to explain the relationships of concepts in a thinking framework (Sekaran and Bougie, 2016:45).

The theory of human capital is a thought that assumes that humans are a form of capital or capital goods like other capital goods. According to Todaro (2015: 365) states that the concept of Human Capital can be seen through someone who makes an Investment with the aim of obtaining a higher level of consumption in the future. Investment in Human Capital is in the form of investment in the field. Education and health. This can be explained if the higher a person's education or the more training they take, the higher their abilities and skills. Meanwhile, health is a field that is interrelated with education. Higher education without a healthy body will not increase productivity. Meanwhile, higher education can also affect a person's level of health awareness.

Measurement of health indicators in human capital is done by using the life expectancy (AHH) value. The AHH value is the average estimate of the number of years that a person can live (Mantra, 2000). The higher a person's life expectancy, the better the quality of their health indicators. In addition to the Life Expectancy (AHH), many methods can be used to measure health indicators such as infant mortality and maternal mortality. This depends on the expected research objectives. Measurement of education indicators is done by combining two components, namely literacy rates and average length of schooling. Literacy rates are the percentage of the population aged 15 years and over who can read and write Latin letters and/or other letters. Average length of schooling describes the number of years used by the population aged 15 years and over in undergoing formal education. The literacy component is considered too simple to measure the level of education because education is increasingly easily accessible to many people.

Both components are the right measure in determining the quality of a person's education. The average length of schooling can clearly describe the quality of education. Someone like an elementary school graduate and a doctoral graduate will have different abilities that will affect the level of productivity. Components of the Human Capital Approach. According to Mayo (2000) that: "Human Capital has a different role in creating a company's human capital which ultimately determines the value of a company. The five components of Human Capital include:

1. Individual Capability (Individual Skills) is divided into two parts: a). Actual ability, namely skills acquired through learning (achievement or accomplishment), which can be immediately demonstrated and tested now. b). Potential ability is an aspect of ability that is still contained in the individual and is obtained from hereditary factors. This potential ability is divided into two parts, namely general basic ability (intelligence) and specific basic ability (talent and attitudes).

2. Individual Motivation, which is formed from the employee's attitude in facing the work situation in the company. The employee's positive mental attitude towards the work situation is what strengthens his work motivation to achieve maximum performance.

3. The Organizational Climate (Organizational Culture) is the organizational value system adopted by the members of the organization which then influences the way the members of the organization work and behave.

4. Workgroup Effectiveness is based on two outcomes productive outcomes and personal satisfaction. Satisfaction refers to the team's ability to meet the personal needs of its members and thus maintain their membership and commitment to the organization. Productive outcomes refer to the quality and quantity of work output as defined by the team's goals, organizational context, structure, strategy, cultural environment, and rewards.

Leadership is interpersonal influence in certain situations and directly through the communication process to achieve one or more specific goals.

Basic Concept of Performance. The definition of performance according to Mathis et al., (2017:145) is what employees do or do not do. Performance is the result of work that has been achieved by an individual or group of people in an organization, whether formal or informal, public or private, which is greatly influenced by several factors. Several of these factors are more focused on individuals involved in the organization in an effort to achieve performance.

Sinambela, (2016: 478) defines performance as work results that can be achieved by a person or group of people in a company according to their respective authorities and responsibilities in efforts to achieve goals. companies legally, do not violate the law and do not conflict with morals and ethics. According to Robbins and Judge, (2017), performance is the amount of effort an individual puts into their work.

Davis, (2015:341), states that performance appraisal is the process of evaluating how well employees do their jobs when compared to a set of standards, and then communicating that information to employees. Dessler, (2020:245) performance appraisal means evaluating the current and/or past performance of employees relative to their performance standards. Performance appraisal also always assumes that employees understand what their performance standards are, and that supervisors also provide employees with the feedback, development, and incentives needed to help the person eliminate poor performance or continue good performance. Performance appraisal refers to a formal and structured system used to measure, assess and influence job-related traits, behaviors and outcomes, including absenteeism. Based on several expert definitions above, it can be concluded that employee performance is the work results achieved by a person in carrying out their daily tasks in accordance with their respective authorities and responsibilities.

Basic Concept of Resonance Innovative Work Behavior. Resonance Innovative Work Behavior is an innovative work behavior that resonates with external stakeholders to support ideas and thoughts resulting from employee work. In this study, the researchers were in East Java Province.

The idea of Resonance Innovative Work Behavior originated from the concept of innovative work behavior put forward by Jong and Hartog, (2010:35). Jong and Hartog stated that innovative work behavior is a form of behavior that aims to achieve the initiation and introduction of a new idea, process, procedure or product that is useful for the organization.

The results of observations on the measurement indicators of innovative work behavior developed by Jong and Hartog, (2010:35) are no longer relevant to the current reality, where it seems very difficult for researchers to realize their creative ideas, this situation occurs in researchers in East Java Province, the low performance of researchers is due to ideas and research results cannot be developed because they are constrained by costs to conduct further research on initial findings. Based on this phenomenon, one measurement indicator is added in innovative work behavior, namely the indicator of the ability to resonate ideas or research results to interested parties or stakeholders so that they are willing to pay to realize the idea or research results.

Logically, if a researcher has obtained procedural justice, good competence in the field of expertise and is accompanied by innovative behavior that is able to find new innovations and disseminate them so that many stakeholders are interested in funding the research, it will certainly have an impact on the performance of researchers in East Java Province.

Factors Influenced by Resonance Innovative Work Behavior. Stoffers, (2009) stated that Innovative Work Behavior affects objective organizational performance such as profit per employee, return on sales, productivity per employee and organizational performance, such as perceived organizational performance, perceived marketing performance. Innovative work behavior contributes to the formation of an organizational culture that is adaptive and responsive to changes in the business environment. When individuals in an organization are encouraged to innovate, they will be more proactive in finding solutions, sharing ideas, and implementing work process improvements. This not only increases the efficiency and competitiveness of the organization, but also strengthens employee engagement and creates sustainable added value in the long term. For more details, see the following image:

By Increasing Innovative Work Behavior

Basic Concept of Procedural Justice. Justice is the main policy in social institutions, as the truth in a system of thought, a theory no matter how elegant and economical, must be rejected or revised if it is not true, so too laws and institutions, no matter how efficient and neat, must be reformed or abolished if they are not fair, everyone has honor based on justice, so that even the whole society cannot cancel it (Rawls, 1999:45).

The three dimensions of justice, distributive, procedural, and interactional, have important implications in the context of employment relationships and human resource management. Employees who perceive fairness in the organization tend to show higher levels of trust in their leaders, have better work motivation, and have reduced turnover intentions. In addition, perceptions of fairness also play a role in creating a positive organizational climate, encouraging collaboration between employees, and increasing loyalty and overall performance. Therefore, understanding and applying the principles of fairness in managerial practice is crucial to the long-term success of an organization.

In practice, organizations need to actively build and maintain perceptions of justice through transparent policies, open communication, and fair and equal treatment of all employees. Managers have a strategic role in ensuring that every decision taken is not only fair in terms of results (distributive), but also through a consistent and accountable process (procedural), and delivered in a way that respects individual dignity (interactional). When these three aspects of justice are integrated into the organizational culture, a healthy and conducive work environment will be created, which ultimately drives the productivity and sustainability of the organization. an important addition to organizational justice is procedural justice, recently there has been an addition based on research, namely interactional justice. Robbins and Judge, (2015:145) describe the three dimensions of organizational justice as in Figure 2 below:

Basic Concept of Competency. The definition of competence put forward by experts can be seen from various perspectives. Wibowo, (2014:266) competence is the level of skills, knowledge and behavior possessed by an individual in carrying out the tasks assigned to him in the organization. Armstrong, (2006:132), distinguishes the definition of competence and competency. Competence describes what a person needs to be able to carry out his work well. This definition of competence pays attention to the effect of effort and to the output of input.

Furthermore, the word competency refers to behavioral dimensions so it is often called behavioral competencies because it is intended to describe how people behave when they perform their roles well. Boyatzis, (2001:198) states that competency is characteristics related to superior and/or effective performance in work. Competence as a person's ability to produce something including transferring and applying skills and knowledge in new situations. The word competency has many meanings according to the emphasis and perspective of researchers. However, basically there is a general agreement regarding the elements of competency, namely consisting of knowledge, skills and behavior.

Spencer and Spencer, (1993:175) stated that the competency model is like an iceberg, some of which are visible consisting of behavior, skills and knowledge, besides that there are also some which are not visible, namely attitudes, values, self-concept, character, motives and traits, which can be seen in Figure 1.3 below.

From the various opinions above, it can be concluded that competence is the ability to carry out tasks or work based on knowledge, skills, and supported by attitudes that are individual characteristics. Therefore, competence is a fundamental characteristic of each individual that is connected to criteria that are referenced to superior or effective performance in a job or situation.

3 METHODOLOGY

The population of this study is all researchers in east java province totaling 361 people and the sample required is 190 people. By using a closed questionnaire as an instrument in this study, statistical procedures will be used as a further stage after data collection. Furthermore, the questionnaire data is tabulated to be described and processed using pls 3.0 software to prove the proposed hypothesis. The scope of the study includes employee performance and procedural justice and competency factors as variables that cause low researcher performance in east java province, the solution to the problem is that researchers propose a mediating variable, resonance innovative work behavior. The conceptual framework of the study is presented in figure 4.

H1: Procedural Justices Affects the Performance of Researchers in East Java Province

H2: Competency Affects the Performance of Researchers in East Java Province

H3: Resonance Innovative Work Behavior Mediates the Effect of Procedural Justice on the Performance of Researchers in East Java Province.

H4: Resonance Innovative Work Behavior Mediates the Effect of Competency on Researcher

Performance in East Java Province

4 RESULTS AND DISCUSSION

Structural Equation Modeling and PLS Notation, The following is a path diagram of this study.

Convergent validity is related to the principle that construct measures should be highly correlated. Convergent validity test in PLS with reflective indicators is assessed based on the loading factor of the indicators. A loading value of 0.7 or more is considered very satisfactory (Henseler et.al., 2009) while indicators that have a loading factor value equal to 0.5 are considered acceptable, while indicators with a loading factor value smaller than 0.5 must be removed (Chin, 1995; Hair et.al., 2010). In this study, convergent validity is outer loading ≥ 0.5 and AVE> 0.5 (Chin, 1995; Hair et.al., 2010).

The structural model is evaluated using R square for the dependent construct. Changes in the R Square value are used to assess the influence of the independent latent variable, in this study are procedural justice, competency, resonance innovative work behavior on the dependent latent variable, namely researcher performance. The R Square Result Criteria according to Ghozali and Latan, (2015:42) are as follows.

0 - 0,19 = Very weak

>0,19 - 0,33 = Weak

>0,33-0,67 = Moderate

>0,67 = Good

Ghozali and Latan (2015:42) provide the following PLS criteria:

Path Diagram Construction Results (Research Model)

Here we can see the results of the research model path diagram

Convergent validity can be seen from the outer loading and average variance extracted (AVE) values, the outer loading indicator values for each variable are AS FOLLOWS:

Table 4 shows that the outer loading for all variables of researcher performance, procedural justice, competency, resonance innovative work behavior is greater than 0.5 which means that all indicators can be said to meet convergent validity. The following table explains the average variance extracted (AVE).

Table 5 shows that the Average Variance Extracted (AVE) value is above 0.5 so it can be stated to have good validity. This means that the large variance that can be contained by the latent construct of the variable is good.

4.1 HYPOTHESIS TESTING

After analyzing the coefficient of influence between variables, the next step is to test the hypothesis using the t-statistics value. The parameter of whether or not there is a partial influence can be known based on the t-statistics value must be greater than 1.96, then there is an influence of the exogenous variable on the endogenous variable or the endogenous variable on the endogenous variable.

On the other hand, if the t-statistics value is smaller than 1.96, then there is no influence of exogenous variables on endogenous variables or endogenous variables on endogenous variables. If P values are small or equal to 0.05, it means significant and if P values are greater than 0.05, it means insignificant. The following are the results of the hypothesis testing as follows:

4.1.1 Testing the 1st hypothesis

The magnitude of the influence of the procedural justice variable on researcher performance is 0.636 with a P Value of 0.000 so it can be concluded that the procedural justice variable has a positive and significant effect on the researcher performance variable in East Java (H1 is accepted).

4.1.2 Testing the 2nd hypothesis

The magnitude of the influence of the competency variable on the researcher's performance variable is 0.589 with a P Value of 0.000 so it can be concluded that the competency variable has a positive and significant effect on the researcher's performance variable in East Java (H2 is accepted).

4.1.3 Testing the 3rd hypothesis

The magnitude of the influence of the procedural justice variable on the performance of researchers in East Java through the resonance innovative work behavior variable is 0.296 with a P Value of 0.004 so that it can be concluded that the hypothesis states that the resonance innovative work behavior variable mediates the influence of procedural justice on the performance of researchers in East Java (H3 is accepted).

To see whether resonance innovative work behavior provides a perfect mediation effect (full mediation) or partial mediation, it can be calculated using the Variance Accounted For (VAF) formula. The indirect effect is the multiplication of the regression coefficient of procedural justice on resonance innovative work behavior and resonance innovative work behavior on researcher performance. While the direct effect is the regression coefficient of the effect of procedural justice on researcher performance. so that it can be obtained as follows.

VAF = ________________________Indirect

Influence________________________ x 100% Indirect Influence + Direct Influence

VAF =0.436 x 0.681 x 100% (0.436 x 0.681) + 0.636

VAF = 0.296 x 100%

0.931

VAF = 31.9%

Because 20% ≤ VAF ≤ 80% then the resonance variable is innovative work behavior is partial mediation.

4.1.4 Testing the 4th hypothesis

The magnitude of the influence of the competency variable on the performance of researchers in East Java through the resonance innovative work behavior variable is 0.296 with a P Value of 0.004 so that it can be concluded that the hypothesis states that the resonance innovative work behavior variable mediates the influence of competency on the performance of researchers in East Java (H4 is accepted).

To see whether resonance innovative work behavior provides a perfect mediation effect (full mediation) or partial mediation, it can be calculated using the Variance Accounted For (VAF) formula. The indirect effect is the multiplication of the regression coefficient of competency on resonance innovative work behavior and resonance innovative work behavior on researcher performance. While the direct effect is the regression coefficient of the influence of competency on researcher performance. so that it can be obtained as follows.

VAF =__________ Indirect

Influence x 100% Indirect Influence + Direct Influence

VAF = 0.506 x 0.681 x 100% (0.506 x 0.681) + 0.589

VAF = 0.344 x 100%

0.933

VAF = 36.87%

Because 20% ≤ VAF ≤ 80%, the resonance innovative work behavior variable is a partial mediation.

4.2 RESONANCE INNOVATIVE WORK BEHAVIOR (RIWB) VARIABLE

The descriptive statistics results of the resonance innovative work behavior variable which inform 5 (five) indicators that form resonance innovative work behavior, namely idea exploration, idea generation, idea championing, idea implementation and capability to resonate idea have an average score of 2.67, this informs that respondents perceive the resonance innovative work behavior of researchers in East Java in the moderate achievement category. The highest achievement indicator is the capability to resonate idea with the statement of packaging ideas to make them attractive. The lowest achievement indicators are idea exploration and idea generation, with the lowest statement being exploring ideas and providing new ideas.

The results of this study prove that respondents in this case researchers in East Java assess resonance innovative work with moderate achievements. Based on the phenomenon that occurred where researchers in East Java Province did not achieve performance, the researcher added one measurement indicator called "the ability to resonate ideas/research results" so that external stakeholders or stakeholders are willing to finance ideas or initial research results to be developed further.

Therefore, a new variable was proposed in this study, namely resonance innovative work behavior with the following measurement indicators: 1). Idea Exploration, 2). Idea Generation, 3). Idea Championing, 4). Idea Implementation, 5). Capability to resonate ideas

4.3 PROCEDURAL JUSTICE HAS A POSITIVE AND SIGNIFICANT INFLUENCE ON RESEARCHER PERFORMANCE IN EAST JAVA

The results of the hypothesis test show that competency has a positive and significant influence on the performance of researchers in East Java. This means that competency contributes to improving the performance of researchers in East Java, increasing competency will improve the performance of researchers.

Competency affects the performance of researchers because researchers in East Java are mostly educated at a Masters and Doctoral level. In addition, researchers in East Java work oriented towards pursuing HKM targets, like to seek new information in their field of expertise, understand the feelings of colleagues, help colleagues achieve HKM targets. The results of informal interviews with 15 researchers in December 2023 obtained information that researchers in East Java seek new information in their field of expertise, read information in detail, understand the feelings of colleagues, see problems according to scientific perspectives and provide solutions to problems according to scientific concepts.

The practical implication of the results of the hypothesis test stating that competency influences the performance of researchers in East Java is that one strategy that can be used to improve researcher performance is to improve employee competency such as achievement orientation, information seeking, interpersonal understanding, organizational awareness, team work and conceptual thinking.

4.4 RESONANCE INNOVATIVE WORK BEHAVIOR MEDIATES THE EFFECT OF PROCEDURAL JUSTICE ON RESEARCHER PERFORMANCE IN EAST JAVA

The results of the hypothesis test show that resonance innovative work behavior mediates the effect of procedural justice on researcher performance in East Java. This means that resonance innovative work behavior strengthens the effect of procedural justice to improve researcher performance. Directly, procedural justice affects researcher performance and indirectly through the resonance innovative work behavior variable also has an effect. From the results of the mediation nature test using variance accounting for (VAF) where the VAF value of 31.9% lies between 20% ≤ VAF ≤ 80% so that resonance innovative work behavior is a partial mediation.

The results of respondents' responses to resonance innovative work behavior show that the indicator perceived to have the highest value is the capability to resonate idea indicator. While the indicator perceived by respondents to have the lowest value is the idea exploration and idea generation indicator. However, in terms of construct, all valid indicators form the resonance innovative work behavior variable and play a role in mediating the influence of procedural justice on researcher performance in East Java. The results of the hypothesis test stating that resonance innovative work behavior mediates the influence of procedural justice on researcher performance in East Java theoretically strengthen the human capital theory. Researchers who are treated fairly procedurally will be motivated to improve their competence accompanied by the ability to resonate brilliant ideas to stakeholders so that research can be funded, thereby improving researcher performance.

4.5 RESONANCE INNOVATIVE WORK BEHAVIOR MEDIATES THE EFFECT OF COMPETENCY ON RESEARCHER PERFORMANCE IN EAST JAVA.

The results of the hypothesis test show that resonance innovative work behavior mediates the effect of competency on researcher performance in East Java. This means that resonance innovative work behavior strengthens the effect of competency to improve researcher performance. Competency directly affects researcher performance and indirectly through the resonance innovative work behavior variable also has an effect. From the results of the mediation test using variance accounting for (VAF) where the VAF value of 31.9% lies between 20% ≤ VAF ≤ 80% so that resonance innovative work behavior is a partial mediation.

The results of respondents' responses to resonance innovative work behavior show that the indicator perceived to have the highest value is the capability to resonate idea indicator. While the indicator perceived by respondents to have the lowest value is the idea exploration and idea generation indicator. However, in terms of construct, all valid indicators form the resonance innovative work behavior variable and play a role in mediating the influence of competency on researcher performance in East Java. Resonance innovative work behavior mediates the influence of competency on researcher performance because researchers in East Java are able to resonate ideas well to all stakeholders to obtain funding for research ideas. The results of informal interviews with 15 researchers in December 2023 obtained information that researchers must be diligent in exploring ideas so that they have new values that can be implemented through research grants from both domestic and foreign sources

5 CONCLUSION

The results of the hypothesis test stating that resonance innovative work behavior mediates the influence of competency on researcher performance in East Java theoretically strengthens the human capital theory. Researchers who have appropriate competencies accompanied by the ability to resonate brilliant ideas to stakeholders so that research can be funded, thereby improving researcher performance. This study shows that procedural justice and competency have a positive influence on researcher performance. Fair procedural justice, characterized by decision-making that is free from bias, having control and correction over decisions, and consistency and accuracy in the decision-making process, can improve researcher performance. Likewise, improving researcher competency, such as orientation towards achieving results, information seeking, interpersonal understanding, teamwork, and conceptual thinking, also strengthens their performance. This study also found that resonance innovative work behavior (RIWB) acts as a mediating variable in the relationship between procedural justice and researcher performance. Improving RIWB can be achieved through the ability to explore ideas, generalize ideas, implement ideas, and the ability to resonate ideas with stakeholders in order to get further support. Thus, to improve researcher performance sustainably, it is important for research institutions in East Java to create a fair system, build researcher competency comprehensively, and foster an innovative work culture that is able to connect research ideas with the needs and support of stakeholders.

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