THE ROLE OF WORKPLACE WELL-BEING AND PSYCHOLOGICAL CAPITAL ON INNOVATIVE WORK BEHAVIOR IN GENERATION Z EMPLOYEES
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Abstract
In the world of work, technological developments support digitalization in all aspects of work, and this marks the birth of Generation Z, which has characteristics of being active, creative, ambitious, and capable of using advanced technology. The creativity possessed by Generation Z in the world of work refers to innovative actions in the workplace, known as innovative work behavior. It is essential to apply this behavior as one of the factors determining the company's success and supporting employee performance. This study aims to determine the internal and external factors influencing innovative work behavior in Generation Z employees, namely psychological capital and workplace well-being. This research is correlational quantitative research using regression analysis methods, participants were selected by convenience sampling, which amounted to 275 Generation Z employees who live in the Jabodetabek area. The research instruments used the Workplace Well-being Questionnaire (WWQ), Psychological Capital 12 Questionnaire (PCQ-12), and Innovative Work Behavior Scale. The regression test results show that workplace well-being and psychological capital play a role in innovative work behavior, with a contribution of 45%. In this study, psychological capital positively influences innovative work behavior. In contrast, workplace well-being has a negative role because there is one significant negative dimension to innovative work behavior, namely the intrusion of work into private life. Based on this, it is hoped that companies will pay more attention to the quality of the work environment and job demands so that employees can innovate well.
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