How Psychological Capital Relates to Innovative Work Behavior among Generation Z Employees: A Moderated Parallel Mediation Perspective

Aulia Aulia; Muhammad Husain

doi:10.61255/jeemba.v4i6.2124

Authors

Aulia Universitas Negeri Surabaya, Indonesia
Muhammad Husain Universitas Negeri Surabaya, Indonesia

DOI:

https://doi.org/10.61255/jeemba.v4i6.2124

Keywords:

Psychological Capital, Innovative Work Behavior, Work Readiness, Work Engagement, Learning Agility

Abstract

Purpose – This study examines how Psychological Capital (PsyCap) is associated with Innovative Work Behavior among Generation Z employees by testing the parallel mediating roles of Work Readiness and Work Engagement and the moderating role of Learning Agility in the relationships between Work Readiness, Work Engagement, and Innovative Work Behavior.
Design/methodology/approach – The study adopted a quantitative explanatory cross-sectional design using standardized survey data from 250 Generation Z employees selected through purposive sampling. Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS was used to assess the measurement and structural models. Bootstrapping with 5,000 resamples was applied to test direct, indirect, and moderation effects. Because all variables were measured at one point in time using self-reported responses, the results are interpreted as associations consistent with the proposed theoretical pathways rather than causal proof.
Finding/Results – Psychological Capital is positively associated with Work Readiness, Work Engagement, and Innovative Work Behavior. Work Readiness and Work Engagement are also positively associated with Innovative Work Behavior. The indirect effects indicate that Work Readiness and Work Engagement function as parallel mediating pathways linking Psychological Capital with Innovative Work Behavior.
Originality/Value – This study develops an integrated moderated parallel mediation framework linking Psychological Capital, Work Readiness, Work Engagement, Innovative Work Behavior, and Learning Agility in the context of Generation Z employees. The study contributes by showing that psychological resources are associated with innovation-related behavior through preparedness and motivational involvement, while also providing evidence that Learning Agility may not necessarily amplify these relationships in the examined sample.

Abstract views: 28 ,

PDF downloads: 18

Downloads

Download data is not yet available.

References

Abukhalifa, A. M. S., Kamil, N. L. M., & Yong, C.-C. (2022). How psychological capital shapes social workers’ job performance: The mediating role of work engagement? Journal of Human Behavior in the Social Environment, 34, 16–37. https://doi.org/10.1080/10911359.2022.2144581

AlEssa, H. S., & Durugbo, C. M. (2022). Systematic review of innovative work behavior concepts and contributions. Management Review Quarterly, 72(4), 1171–1208. https://doi.org/10.1007/s11301-021-00224-x

Blasco-Giner, C., Meneghel, I., & Roland Michel Déprez, G. (2023). Positive psychological capital and innovative work behavior: a systematic literature review. Le Travail Humain, Vol. 86(3), 187–217. https://doi.org/10.3917/e.th.863.0187

Brunetto, Y., Saheli, N., Dick, T., & Nelson, S. (2021). Psychosocial Safety Climate, Psychological Capital, Healthcare SLBs’ Wellbeing and Innovative Behaviour During the COVID 19 Pandemic. Public Performance & Management Review, 45, 751–772. https://doi.org/10.1080/15309576.2021.1918189

Cepeda-Carrión, G., Hair, J. F., Ringle, C. M., Roldán, J. L., & García-Fernández, J. (2022). Guest editorial: Sports management research using partial least squares structural equation modeling (PLS-SEM). International Journal of Sports Marketing and Sponsorship, 23(2), 229–240.

Dahiya, R., & Raghuvanshi, J. (2022). Validation of innovative work behaviour scale: Indian apparel manufacturing sector. Asia Pacific Management Review, 27(2), 120–136. https://doi.org/10.1016/j.apmrv.2021.06.002

Darmawan, S., & Windiyanaputri, P. A. (2024). Learning Agility Sebagai Mediator Job Involvement dan Innovative Work Behavior Karyawan Generasi Z di Sleman. Jurnal Manajemen Dan Perbankan (JUMPA). https://doi.org/10.55963/jumpa.v11i3.684

Demerouti, E. (2025). Job demands-resources and conservation of resources theories: How do they help to explain employee well-being and future job design? Journal of Business Research. https://doi.org/10.1016/j.jbusres.2025.115296

Demerouti, E., & Bakker, A. (2022). Job demands-resources theory in times of crises: New propositions. Organizational Psychology Review, 13, 209–236. https://doi.org/10.1177/20413866221135022

Domínguez-Salas, S., Rodríguez-Domínguez, C., Arcos-Romero, A. I., Allande-Cussó, R., García-Iglesias, J. J., & Gómez-Salgado, J. (2022). Psychometric Properties of the Utrecht Work Engagement Scale (UWES-9) in a Sample of Active Health Care Professionals in Spain. Psychology Research and Behavior Management, 15(November), 3461–3472. https://doi.org/10.2147/PRBM.S387242

Fransiscus Agung Dono Mulyono, & M. Ali Iqbal. (2025). The Influence of Work-Life Balance, Job Stress, and Work Environment on Sustainable Employee Performance: The Mediating Role of Job Satisfaction. Indonesian Journal of Business Analytics, 5(4), 3179–3196. https://doi.org/10.55927/ijba.v5i4.15265

Gao, Y., Yue, Y., & Li, X. (2023). The relationship between psychological capital and work engagement of kindergarten teachers: A latent profile analysis. Frontiers in Psychology, 14(March), 1–10. https://doi.org/10.3389/fpsyg.2023.1084836

Ghani, B., Hyder, S. I., Yoo, S., & Han, H. (2023). Does employee engagement promote innovation? The Facilitators of innovative workplace behavior via mediation and moderation. Heliyon, 9. https://doi.org/10.1016/j.heliyon.2023.e21817

Hair Jr et al. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook (p. 197). Springer Nature. In Structural Equation Modeling: A Multidisciplinary Journal (Vol. 30, Number July).

Hassan, R., Amin, H., & Ghoneim, H. (2024). Decent work and innovative work behavior of academic staff in higher education institutions: the mediating role of work engagement and job self-efficacy. Humanities and Social Sciences Communications, 11, 1–19. https://doi.org/10.1057/s41599-024-03177-0

Jeon, S., & Lee, J. (2026). A Systematic Literature Review on Learning Agility: Focusing on Korean Empirical Studies. Korean Society for Learning and Performance (KSLP). https://doi.org/10.46260/kslp.28.1.9

Jo, Y., & Hong, A. (2022). Impact of Agile Learning on Innovative Behavior: A Moderated Mediation Model of Employee Engagement and Perceived Organizational Support. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.900830

Kahtani, N. S. Al, & M., S. (2022). A Study on How Psychological Capital, Social Capital, Workplace Wellbeing, and Employee Engagement Relate to Task Performance. SAGE Open, 12. https://doi.org/10.1177/21582440221095010

Karim, A. L. N., & Prakoso, H. (2024). Hubungan Work Engagement dan Readiness for Change Guru SMP Negeri di Bandung. Bandung Conference Series: Psychology Science. https://doi.org/10.29313/bcsps.v4i1.9739

Khoza, T., Mabitsela, T., & Nel, P. (2024). Technology readiness, technology acceptance, and work engagement: A mediational analysis. SA Journal of Industrial Psychology. https://doi.org/10.4102/sajip.v50i0.2131

López-Guerra, V., Ocampo-Vásquez, K., Quinde, L., Mora, S. G., & Guerrero-Alced, J. (2023). Psychometric properties and factorial structure of the Spanish version of the psychological capital scale in Ecuadorian university students. PLoS ONE, 18(5 May), 1–12. https://doi.org/10.1371/journal.pone.0285842

Mao, Y., He, J., Morrison, A., & Coca-Stefaniak, A. (2020). Effects of tourism CSR on employee psychological capital in the COVID-19 crisis: from the perspective of conservation of resources theory. Current Issues in Tourism, 24, 2716–2734. https://doi.org/10.1080/13683500.2020.1770706

Milani, R., Sommovigo, V., Ghirotto, L., & Setti, I. (2024). Individual differences in learning agility at work: A mixed methods study to develop and validate a new scale. Human Resource Development Quarterly. https://doi.org/10.1002/hrdq.21528

Montani, F., Vandenberghe, C., Khedhaouria, A., & Courcy, F. (2020). Examining the inverted U-shaped relationship between workload and innovative work behavior: The role of work engagement and mindfulness. Human Relations, 73, 59–93. https://doi.org/10.1177/0018726718819055

Natalia, N., & Runtu, J. (2024). PENGARUH DIMENSI PSYCHOLOGICAL CAPITAL TERHADAP WORK ENGAGEMENT KARYAWAN GENERASI ZOOMERS (GEN Z) DI SURABAYA. Jurnal Ilmiah Mahasiswa Manajemen : JUMMA. https://doi.org/10.33508/jumma.v13i1.5739

Naufalin, L. R., Indriayu, M., & Sulistyandari, S. (2024). Work readiness Generation Z’s on diploma programme: The influence internship program and digital literacy. Jurnal Pendidikan Vokasi, 14(2), 208–219. https://doi.org/10.21831/jpv.v14i2.73642

Nurrizqi, L., & Widawati, L. (2025). Hubungan antara Work Engagement dan Readiness for Change pada Karyawan Gen Z. Bandung Conference Series: Psychology Science. https://doi.org/10.29313/bcsps.v5i1.16875

Panjaitan, D., & Pebianti, V. (2026). The Role Of Learning Agility And Work Engagement In Encouraging Innovative Work Behavior Among Millennial Employees. Jurnal Fokus Manajemen. https://doi.org/10.37676/jfm.v6i1.10416

Pasya, N. I., Zamralita, Z., & Prima, I. R. P. (2026). The relationship between job resources and core self-evaluations and work engagement among Generation Z employees in Indonesia. Priviet Social Sciences Journal. https://doi.org/10.55942/pssj.v6i5.1516

Pitaloka, Y. C., & Etikariena, A. (2024). Relationship between learning agility and innovative work behavior among undergraduate student of University of Indonesia. EcoProfit: Sustainable and Environment Business. https://doi.org/10.61511/ecoprofit.v2i1.2024.839

Putri, Y., & Suharti, L. (2021). LEARNING AGILITY AND INNOVATIVE BEHAVIOR: THE ROLES OF LEARNING GOAL ORIENTATION AND LEARNING ORGANIZATION. 5. https://doi.org/10.29040/ijebar.v5i3.3017

Qadaar, A., Andini, M., Faidal, Rahmadi, R., Tri, S., & Widya, D. (2025). Impact of Remote Work Readiness and Digital Wellbeing on Work Engagement, Moderated by Generational Tech Gap. Jurnal Riset Ekonomi Manajemen (REKOMEN). https://doi.org/10.31002/rekomen.v8i2.2876

Report World Economic Forum, I. (2025). The Future of Jobs Report 2025. In Facilitating Work-based Learning (Number January). https://doi.org/10.1007/978-1-137-40325-4

Restiani, & Puspitawati, I. (2024). 569-1-2077-1-10-20240806. Jurnal Ilmu Perilaku, Vol. 8, No(Pengaruh Transformational Leadership dan Psychological Capital terhadap Work Engagement Pada Karyawan Generasi Z), 33–49.

Saleem, M., Isha, A., Yusop, Y. B. M., Awan, M., & Naji, G. M. A. (2022). The Role of Psychological Capital and Work Engagement in Enhancing Construction Workers’ Safety Behavior. Frontiers in Public Health, 10. https://doi.org/10.3389/fpubh.2022.810145

Savitri, C. A., & Santoso, C. (2026). Integrating Saks (2006) and Schaufeli et al. (2006): towards a conceptual framework and typology of sustainable employee engagement. International Journal of Organizational Analysis. https://doi.org/10.1108/ijoa-06-2025-5602

Selvia Wardhani, N., Sulastiana, M., & Ashriyana, R. (2022). Adaptasi Alat Ukur Learning Agility pada Karyawan untuk Meningkatkan Organizational Agility: Versi Bahasa Indonesia. Psikologika: Jurnal Pemikiran Dan Penelitian Psikologi, 27(2), 243–264. https://doi.org/10.20885/psikologika.vol27.iss2.art4

Srimulyani, V. A. (2023). Job Involvement and Innovative Work Behaviour: The Role of Learning Agility as Mediation. Jurnal Manajemen Universitas Bung Hatta. https://doi.org/10.37301/jmubh.v18i2.23157

Tang, X., Li, J., & Liu, Y. (2026). Psychological capital and job readiness among Chinese university students: the mediating role of career adaptability and the moderating effect of labour market pressure. BMC Psychology, 14. https://doi.org/10.1186/s40359-026-04982-9

Tiong, P., Adi, Y., Nuryadin, A., Soemaryo, P., & Irwan, A. (2026). Agile Leadership in Digital Work Systems: Psychological Pathways to Innovation and Employee Performance. Jurnal Aplikasi Manajemen. https://doi.org/10.21776/ub.jam.2026.024.1.01

Toth, I., Heinänen, S., & Kianto, A. (2022). Disentangling the elements of PsyCap as drivers for work, organization and social engagement in knowledge-intensive work. Personnel Review. https://doi.org/10.1108/pr-01-2021-0031

Udin, U. (2022). Leadership Styles and Innovative Work Behavior: The Role of Work Engagement. International Journal of Economics and Business Research. https://doi.org/10.1504/ijebr.2023.10045009

Ullah, I., Hameed, R. M., & Mahmood, A. (2023). The impact of proactive personality and psychological capital on innovative work behavior: evidence from software houses of Pakistan. European Journal of Innovation Management. https://doi.org/10.1108/ejim-01-2022-0022

Uppathampracha, R., & Liu, G. (2022). Leading for Innovation: Self-Efficacy and Work Engagement as Sequential Mediation Relating Ethical Leadership and Innovative Work Behavior. Behavioral Sciences, 12. https://doi.org/10.3390/bs12080266

Widyastuti, L. Y., Arista, P. D., Ria, R., Amanda, S., & Angkawijaya, Y. F. (2023). Indonesian Work Readiness Scale Development on Contract Employee. Jurnal Penelitian Dan Pengukuran Psikologi: JPPP, 12(2), 93–102.

Wulandari, Y., & Padmandtyo, S. (2025). The Influence of Grit and Work Engagement on Work Readiness Mediated by Work Experience. Proceeding ISETH (International Summit on Science, Technology, and Humanity). https://doi.org/10.23917/iseth.5372

Xu, J. (2024). Enhancing student creativity in Chinese universities: The role of teachers’ spiritual leadership and the mediating effects of positive psychological capital and sense of self-esteem. Thinking Skills and Creativity, 53(May), 101567. https://doi.org/10.1016/j.tsc.2024.101567

Yao, J., Qiu, X., Yang, L., Han, X., & Li, Y. (2022). The Relationship Between Work Engagement and Job Performance: Psychological Capital as a Moderating Factor. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.729131

Zhang, X., & Xu, Z. (2024). Exploring the relationship between psychological capital, emotional intelligence, psychological safety, and knowledge sharing among E-commerce practitioners. Frontiers in Psychology, 15(October), 1–11. https://doi.org/10.3389/fpsyg.2024.1472527