Understanding the Mediating Role of Innovative Work Behaviour in the Relationship between Job Autonomy, Job Engagement, and Employee Performance: A Conceptual Study on Gen-Z

This conceptual paper explores the relationships between job autonomy, job engagement, and employee performance, specifically focusing on Generation Z employees within the service sector. Given the distinct characteristics of this generation, the study aims to develop a theoretical framework that illustrates how job autonomy and engagement serve as predictors of innovative work behaviors, which subsequently influence employee performance. The research highlights that job autonomy positively affects employee performance by instilling a sense of ownership and responsibility among Generation Z workers. Furthermore, job engagement is identified as a critical factor that enhances performance, as employees who are emotionally and cognitively involved are more likely to tackle work challenges enthusiastically. Innovative work behavior is proposed as a partial mediator in the relationship between job autonomy and job engagement, thereby strengthening their impact on performance outcomes. The findings emphasize the necessity for organizations to cultivate a work environment that promotes autonomy, engagement, and innovation, which are essential for improving the performance of Generation Z employees.