The Effects of Digital HRM Practices, Digital Trust, and Adaptive Leadership on Employee Digital Innovation Behavior in the Banking and Financial Sector

The aim of this research is to investigate the effect of Digital HRM Practices, Digital Trust and Adaptive Leadership on Employee Digital Innovation Behavior in banking and financial industry in Indonesia. The study applied quantitative method using survey technique on the workers of banking organizations and financial institutions that have used digital technology in their operational operations and human resource management procedures. A purposive sample approach was used and the criteria for respondents were current employees, with a minimum of one (1) year work experience, digital platforms used in work activities and having digital-based human resource management procedures. The data collection was conducted through an online questionnaire sent through Google form. The data analysis used is multiple linear regression. The results show that Digital HRM Practices, Digital Trust and Adaptive Leadership have a positive and significant effect on Employee Digital Innovation Behavior. The findings show the important factors for enhancing employees’ digital creative behavior are the application of digital-based human resource management techniques, the belief in security and dependability of technology, and the role of adaptive leadership. The study offers practical implications for companies to improve digital HRM practices, enhance security and transparency of digital systems and develop an adaptive leadership style that encourages empowerment, collaboration and continuous learning to improve Employee Digital Innovation Behavior.