Encouraging employees’ innovative behavior via the mediating effect of work engagement and the moderating effect of their proactive personality: the case of Generation Z in Vietnam

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.

Keywords:

• Employee engagement
• innovative behavior
• Gen Z
• proactive personality
• Vietnam

Reviewing Editor:

• Pablo Ruiz
• Universidad de Castilla-La Mancha
• Spain

Subjects:

• Social Sciences; Behavioral Sciences; Work & Organizational Psychology; Development Studies; Population & Development; Economics, Finance, Business & Industry; Business, Management and Accounting

Disclosure statement

No potential conflict of interest was reported by the author(s).

Data availability statement

The research data will be shared upon reasonable request according to the journal’s policies.

Additional information

Funding

This research is funded by Vietnam National University HoChiMinh City (VNU-HCM) under grant number C2021-28-05.

Notes on contributors

Minh Tan Nguyen

Mr. Minh Tan Nguyen is a lecturer at the School of Business – International University – Vietnam National University Ho Chi Minh City. He has more than ten years teaching numerous courses in Business and Management. He earned his MBA with a concentration on Human Resources Management from the University of Houston-Clear Lake in the U.S.A. and is currently a PhD candidate in Human Resource and Organization Development. He is interested in researching topics related to HRM, HRD, and organizational behavior.

Pawinee Petchsawang

Assistant Professor Dr. Pawinee Petchsawang works at the Graduate School of Human Resource Development – National Institute of Development Administration (NIDA) in Bangkok, Thailand. She got a Ph.D. in Human Resource Development from the University of Tennessee, U.S.A. Her research interests include HRM, HRD, workplace spirituality, and mindfulness.