Psychological Empowerment as the Primary Catalyst of Innovative Work Behaviour in the Public Sector

Adhieta Pramodhawardani Mutiara Dewi; Budi Permana  Yusuf; Sunarta Sunarta

doi:10.71435/742358

Authors

Adhieta Pramodhawardani Mutiara Dewi Program Magister Manajemen, Sekolah Pascasarjana, Universitas Muhammadiyah Prof. Dr. HAMKA
Budi Permana Yusuf Universitas Muhammadiyah Prof. Dr. HAMKA
Sunarta Universitas Muhammadiyah Prof. Dr. HAMKA

DOI:

https://doi.org/10.71435/742358

Keywords:

Empowering Leadership, Innovative Work Behaviour, Knowledge Sharing, Psychological Empowerment

Abstract

This study seeks to examine and analyze how Knowledge Sharing and Empowering Leadership affect Innovative Work Behavior through the mediating role of Psychological Empowerment in a government work environment. The population examined in this explanatory quantitative study included 1,205 Civil Servants (ASN) spread across 19 work units of the Financial Education and Training Agency (BPPK). The sample consisted of 265 respondents, determined through a purposive sampling approach with a proportional allocation method. Primary data were collected through the distribution of an online questionnaire utilizing a 5-point Likert scale, consisting of 41 instrument items. The collected data were subsequently analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method, facilitated by SmartPLS 4 software. The empirical test results demonstrate that all proposed hypotheses are positively and significantly accepted. Knowledge Sharing and Empowering Leadership are proven to directly enhance both Psychological Empowerment and Innovative Work Behavior. Furthermore, Psychological Empowerment directly improves Innovative Work Behavior and is identified as the predictor with the strongest direct effect on Innovative Work Behavior. Additionally, Psychological Empowerment is proven to partially mediate the effect of both independent variables on Innovative Work Behavior. These findings imply that organizations must primarily ensure the fulfillment of employees' sense of autonomy, competence, meaningfulness, and impact to foster the massive and sustainable growth of employees' intrinsic innovation initiatives.

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