Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/325989 
Year of Publication: 
2024
Citation: 
[Journal:] Cogent Business & Management [ISSN:] 2331-1975 [Volume:] 11 [Issue:] 1 [Article No.:] 2301162 [Year:] 2024 [Pages:] 1-21
Publisher: 
Taylor & Francis, Abingdon
Abstract: 
In the 21st century, employers must prepare for the deployment of Generation Z in the workforce. There is little understanding of Gen Z’s work behavior such as employee engagement and innovative behavior. This research aims to identify determinants that influence Gen Z’s innovative behavior via the mediating effect of employee engagement and the moderating effect of proactive personality. The quantitative method was employed with a sample size of 352 Gen Z employees in Vietnam. The data were analyzed with SPSS and AMOS, and structural equation modeling was conducted to test the hypotheses. The results confirmed that transformational leadership, learning climate, trust, self-efficacy, job insecurity and time pressure affect Gen Z’s work engagement and work engagement mediates the relationship between these determinants and innovative behavior. Proactive personality moderates the relationship between employee engagement and innovative behavior. The findings extend the understanding of the refined job demands-resources theory and enhance the current knowledge of Gen Z’s engagement and innovative behavior.
Subjects: 
Employee engagement
innovative behavior
Gen Z
proactive personality
Vietnam
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article

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