Cross-sectional study uncovers determinants of innovation performance in Generation Z civil servants, highlighting the central role of job fit and work engagement.
Key Points
To develop and evaluate an integrated structural model examining how environmental factors, job fit, and engagement impact innovation performance among Generation Z civil servants.
Conducted a cross-sectional quantitative survey of N=440 Generation Z civil servants in Indonesia.
Assessed paths linking green human resource management, digital work environments, work-life balance, fit metrics, work engagement, and innovation using partial least squares structural equation modeling.
Innovation performance was directly and positively influenced by person–job fit and work engagement, whereas person–organisation fit exerted no direct effect.
Work engagement was significantly enhanced by both person–job fit and person–organisation fit.
Person–job fit was significantly predicted by green human resource management and digital working environments, while person–organisation fit was significantly predicted by those factors alongside work–life balance.