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

Figures & data

Figure 1. The refined JD-R framework.

Figure 2. The proposed research model.

Figure 3. The percentage of respondents’ occupation.

Table 1. List of measurement scale.

Factor	Number of items	Cronbach’s alpha	Author(s)
Transformational leadership (TL)	5	0.835	Avolio and Bass (2002)
Learning climate (LC)	7	0.858	Marsick and Watkins (2003)
Trust (T)	5	0.853	Yang and Mossholder (2010)
Self-efficacy (SE)	7	0.862	Schwarzer et al. (1997)
Job insecurity (JI)	7	0.878	Borg and Elizur (1992)
Time pressure (TP)	5	0.854	Putrevu and Ratchford (1997)
Proactivity personality (PP)	7	0.885	Seibert et al. (1999)
Employee engagement (EE)	8	0.891	Schaufeli et al. (2006)
Innovative behavior (IB)	8	0.915	Janssen (2000)

Table 2. Discriminant validity test with Fornell-Larcker (1981)’s criterion.

	CR	AVE	MSV	MaxR(H)	IB	EE	PP	JI	SE	LC	TP	T	TL
IB	0.916	0.576	0.305	0.918	0.759
EE	0.892	0.509	0.273	0.894	0.352***	0.714
PP	0.887	0.531	0.305	0.899	0.552***	0.327***	0.729
JI	0.880	0.512	0.029	0.882	0.166**	0.026	0.103†	0.716
SE	0.864	0.516	0.137	0.870	0.254***	0.371***	0.233***	0.154*	0.718
LC	0.859	0.504	0.218	0.860	0.291***	0.467***	0.179**	0.080	0.178**	0.710
TP	0.857	0.548	0.030	0.867	0.130*	0.173**	0.160**	0.112†	0.084	−0.045	0.741
T	0.854	0.540	0.192	0.860	0.190**	0.438***	0.172**	0.171**	0.228***	0.345***	−0.031	0.735
TL	0.836	0.506	0.273	0.841	0.116†	0.522***	0.125*	0.106†	0.215***	0.348***	0.086	0.276***	0.712

Table 2 presents the results of the discriminant validity test using the Fornell-Larcker criterion, the boldface figures mean that the square root of each construct’s AVE is greater than the correlations with other latent constructs. This table has no significance (p-value) such as 0.001, 0.01, etc.

Figure 4. Test of the model fit.

Figure 5. Structural equation modeling.

Table 3. Regression results.

			Estimate	p Values
EE	<---	TL	0.272	***
EE	<---	LC	0.210	***
EE	<---	T	0.180	***
EE	<---	SE	0.176	***
EE	<---	JI	−0.096	.018**
EE	<---	TP	0.122	***
IB	<---	EE	0.232	***

***p < .001; **p < .05.

Table 4. Standardized regression weights.

			Estimate
EE	<---	JI	−0.115
EE	<---	SE	0.211
EE	<---	LC	0.259
EE	<---	TP	0.164
EE	<---	T	0.241
EE	<---	TL	0.317
IB	<---	EE	0.232

Table 5. Squared multiple correlations.

	Estimate
EE	0.499
IB	0.360

Table 6. Results of moderating effect testing.

Model	Coeff	se	t	p	LLCI	ULCI
Constant	7.059	1.180	5.980	.000	4.737	9.381
F_EE	−0.877	0.313	−2.802	.005	−1.493	−0.261
F_PP	−1.348	0.307	−4.395	.000	−1.951	−0.744
Int_1	0.359	0.081	4.427	.000	0.199	0.519
Product terms key:
Int_1: F_EE x F_PP
Test(s) of highest order unconditional interaction(s):
	R2-chng	F	df1	df2	p
X*W	0.043	19.598	1.000	326.000	.000

Table A1. Measurement items for the survey.

Transformational leadership
The leader helps me develop my strengths.
The leader gets me to look at problems from many different angles.
The leader articulates a compelling vision of the future for our team.
The leader talks optimistically about the future of our team.
The leader talks enthusiastically about what needs to be accomplished by our team.
Learning climate
In my organization, people are rewarded for learning.
In my organization, people spend time building trust with each other.
In my organization, teams/groups revise their thinking as a result of group discussions or information collected.
My organization makes its lessons learned available to all employees.
My organization recognizes people for taking initiative.
My organization works together with the outside community to meet mutual needs.
In my organization, leaders continually look for opportunities to learn.
Trust
I am confident that my supervisor will always care about my personal needs at work.
If I shared my problems with my supervisor, I know (s)he would respond with care.
I am confident that I could share my work difficulties with my supervisor.
I am sure I could openly communicate my feelings to my supervisor.
I feel secure with my supervisor because of his/her sincerity.
Self-efficacy
I can always manage to solve difficult problems if I try hard enough.
If someone opposes me. I can find means and ways to get what I want.
It is easy for me to stick to my aims and accomplish my goals.
I am confident that I could deal efficiently with unexpected events.
Thanks to my resourcefulness, I know how to handle unforeseen situations.
I can solve most problems if I invest the necessary effort.
I can remain calm when facing difficulties because I can rely on my coping abilities.
When I am confronted with a problem, I can usually find several solutions.
If I am in a bind, I can usually think of something to do.
No matter what comes my way, I’m usually able to handle it.
Job insecurity
I am concerned about the possibility of being dismissed.
The possibility of losing my job puts a lot of strain on me.
I would feel stressed if I had to fight for my job.
I believe that my job is secure.
I believe that my career is secure.
I clearly know my chances for advancement in the coming years.
In my opinion, I will keep my job in the near future.
In my opinion, I will be employed for a long time in my present job.
I look forward with confidence to the introduction of new technologies.
Time pressure
When working, I often feel heavy time pressure.
When working, I often feel very busy.
When working, I often have limited time.
When working, I often feel in a hurry
When working, I do not have enough time to complete what I should do.
Proactive personality
I am constantly on the lookout for new ways to improve my life.
Wherever I have been, I have been a powerful force for constructive change.
Nothing is more exciting than seeing my ideas turn into reality.
If I see something I don’t like, I fix it.
No matter what the odds, if I believe in something I will make it happen.
I love being a champion for my ideas, even against others’ opposition.
I excel at identifying opportunities.
I am always looking for better ways to do things.
If I believe in an idea, no obstacle will prevent me from making it happen.
I can spot a good opportunity long before others can.
Employee engagement
At my work, I feel bursting with energy.
At my job, I feel strong and vigorous.
I am enthusiastic about my job.
My job inspires me.
When I get up in the morning, I feel like going to work.
I feel happy when I am working intensely.
I am proud of the work that I do.
I am immersed in my work.
I get carried away when I am working.
Innovative behavior
I create new ideas for improvements.
I search out new working methods, techniques, or instruments.
I generate original solutions for problems.
I mobilize support for innovative ideas.
I acquire approval for innovative ideas
I make important organizational members enthusiastic for innovative ideas.
I transform innovative ideas into useful applications
I introduce innovative ideas into the work environment in a systematic way.
I evaluate the utility of innovative ideas.

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Data availability statement

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