An integrated model of innovation performance among Generation Z civil servants

Purpose This study aims to develop and test a model of civil servants’ innovation performance by incorporating green human resource management practices (GHRMP), digital working environment, work-life balance, person–job fit, person–organisation fit and work engagement. Design/methodology/approach A quantitative research approach was employed, with data collected through a survey. The research sample comprised 440 Generation Z civil servants in Indonesia. The data were analysed using partial least squares structural equation modelling. Findings The findings indicate that innovation performance is directly influenced by person–job fit and work engagement, but not by person–organisation fit. Furthermore, work engagement is significantly affected by both person–job fit and person–organisation fit. Person–job fit is significantly influenced by GHRMP and the digital working environment, while person–organisation fit is significantly affected by GHRM, the digital working environment, and work–life balance. Research limitations/implications This study used a cross-sectional design and is limited to Indonesian civil servants. Therefore, these findings warrant further investigation using a longitudinal approach and involving different contexts to ensure their stability. Practical implications The findings can serve as valuable insights for the government in efforts to enhance the innovation performance of Generation Z civil servants. Originality/value This paper fills a gap in the literature by developing and testing an integrated model of civil servants’ innovation performance with a focus on Generation Z. This study integrates Stimulus-Organism-Response and Fit theories with factors that represent the typical characteristics of Generation Z.