Kecerdasan Budaya Dan Perilaku Kerja Inovatif: Mediasi Keterlibatan Kerja Pada Dinas Perindustrian, Perdagangan, Koperasi, Usaha Kecil Dan Menengah Provinsi Riau

This study examines the effect of cultural intelligence on innovative work behavior and the mediating role of work engagement among employees of the Office of Industry, Trade, Cooperatives, and Small and Medium Enterprises (DPKUKM) of Riau Province. A quantitative survey design was used. From a population of 120 employees, 92 respondents were selected using the Krejcie and Morgan table and systematic random sampling. Data were collected with a five-point Likert questionnaire and analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0. All indicators met the loading, AVE, and reliability criteria, although discriminant validity between cultural intelligence and innovative work behavior was not fully established. Cultural intelligence had a positive and significant effect on innovative work behavior (β = 0.709; p < 0.001) and on work engagement (β = 0.841; p < 0.001). Work engagement had a positive and significant effect on innovative work behavior (β = 0.219; p = 0.006) and partially mediated the effect of cultural intelligence on innovative work behavior (β = 0.185; p = 0.007; VAF = 20.7%). The model explained 70.8% of the variance in work engagement and 81.3% in innovative work behavior. Cultural intelligence acts as a personal resource that fosters innovative work behavior among public employees, both directly and through higher work engagement. Keyword: cultural intelligence; innovative work behavior; work engagement; PLS-SEM; public sector. Abstrak: Penelitian ini bertujuan menguji pengaruh kecerdasan budaya terhadap perilaku kerja inovatif serta peran keterlibatan kerja sebagai mediator pada pegawai Dinas Perindustrian, Perdagangan, Koperasi, Usaha Kecil dan Menengah (DPKUKM) Provinsi Riau. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Dari populasi 120 pegawai, sebanyak 92 responden ditentukan dengan tabel Krejcie dan Morgan melalui systematic random sampling. Data dikumpulkan dengan kuesioner skala Likert lima poin dan dianalisis menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan SmartPLS 3.0. Seluruh indikator memenuhi kriteria loading, AVE, dan reliabilitas, meskipun validitas diskriminan antara kecerdasan budaya dan perilaku kerja inovatif belum terpenuhi sepenuhnya. Kecerdasan budaya berpengaruh positif dan signifikan terhadap perilaku kerja inovatif (β = 0,709; p < 0,001) dan keterlibatan kerja (β = 0,841; p < 0,001). Keterlibatan kerja berpengaruh positif dan signifikan terhadap perilaku kerja inovatif (β = 0,219; p = 0,006) serta memediasi secara parsial pengaruh kecerdasan budaya terhadap perilaku kerja inovatif (β = 0,185; p = 0,007; VAF = 20,7%). Model menjelaskan 70,8% variasi keterlibatan kerja dan 81,3% variasi perilaku kerja inovatif. Kecerdasan budaya berperan sebagai sumber daya pribadi yang mendorong perilaku kerja inovatif aparatur, baik secara langsung maupun melalui peningkatan keterlibatan kerja. Kata kunci: kecerdasan budaya; perilaku kerja inovatif; keterlibatan kerja; PLS-SEM; sektor publik.