PENGARUH PERSON-JOB FIT DAN LINGKUNGAN KERJA TERHADAP INNOVATIVE WORK BEHAVIOR DI DINAS PEMADAM KEBAKARAN KOTA SEMARANG

Abstract

Fire incidents in Semarang City increased significantly from 152 cases in 2022 to 443 cases in 2023, indicating a rising level of fire risk that threatens public safety. Despite this condition, the performance of fire suppression, rescue, and evacuation services has not achieved full realization over the past three years, and field documentation reveals physical damage to facilities. Moreover, the recruitment of 17 employees transferred from other regional government units (OPD) without basic firefighting certification (FF1) may affect personnel readiness in carrying out operational duties. In addition, an assessment of the six highest-ranked regional agencies in terms of work culture over the past two years shows that the Semarang City Fire Department has not been included, indicating that innovative work behavior has not yet been optimally internalized within the organization. Based on these conditions, this study analyzes three aspects within the Semarang City Fire Department: (1) the effect of Person–Job Fit on Innovative Work Behavior, (2) the effect of the Work Environment on Innovative Work Behavior, and (3) the simultaneous effect of Person–Job Fit and the Work Environment on Innovative Work Behavior. This study employed a quantitative approach using questionnaires and simple random sampling, with employees of the Semarang City Fire Department as research subjects. The results indicate that Person–Job Fit has a positive and significant effect on Innovative Work Behavior, with a regression coefficient of 0.471, while the Work Environment does not have a significant effect, as indicated by a t-value of 0.003. Simultaneously, Person–Job Fit and the Work Environment significantly influence Innovative Work Behavior and that both variables explain 32% of the variance in Innovative Work Behavior.