Effect of Intellectual Capital on Organizational Sustainability with Employee Innovative Behavior as Intervening Variables in Pt. Jaya Maritime Services

Organizational sustainability is an important strategy to increase organizational capabilities not only to provide economic benefits, but also social and environmental benefits. The reality on the ground is that not all companies really pay attention to the dimensions of sustainability, both in terms of economy / profit, people and the environment. This is because it is considered that the sustainability of the organization is voluntary. Therefore, research is needed on the factors that influence organizational sustainability. The research objective is the effect of intellectual capital on organizational sustainability with innovative employee behavior as an intervening variable at the PT. Jaya Maritime Services. The research method used is explanatory quantitative with SEM-PLS. The sample in this study were 50 employees of PT. Jaya Maritime Services. The sampling technique used in this study was saturated sampling (census). The results showed that human capital and structural capital have a positive and significant effect on innovative behavior, while relational capital has a positive and insignificant effect on innovative behavior, innovative behavior has a positive and significant effect on organizational sustainability, human capital has a negative and insignificant effect on organizational sustainability, structural capital. has a negative and significant effect on organizational sustainability, relational capital has a positive and significant effect on organizational sustainability, innovative behavior mediates the effect of human capital on organizational sustainability, innovative behavior mediates the effect of structural capital on organizational sustainability, and innovative behavior mediates the effect of relational capital on organizational sustainability. Based on the inter-dimensional correlation matrix analysis, to improve employee engagement, it is recommended to maintain and improve indicators: (1) employee expertise in special jobs (specialists); (2) corporate culture content; (3) mutual collaboration skills; (4) developing new ideas, and (5) providing stable salaries for employees.