Factors Affecting Innovative Behavior Through Employee Engagement Of Gen Z Employees In Vietnam

Abstract

In the twenty-first century, the presence of technology has sparked swift and significant change, with the growth and quick changes of technology interacting with one another. Employers must prepare for the arrival that is the Post-Millennial group, referred to as Gen Z, who were born between 1997 and 2013. According to the aforementioned assertions, it is asserted clearly that a study on Generation Z's innovative behavior in the workplace by means of employee engagement in Vietnam has the potential to develop. Data for this study were acquired utilizing offline as well as online approaches from 352 people in Vietnam (borned from 1997 to 2006). Six various methods were utilized for analyzing the results: descriptive statistics, demographic analysis, testing for reliability (Cronbach's Alpha), exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). According to their level of significance, there are six variables that influence Employee Engagement: Transformational Leadership accounted for the highest contribution, followed by Learning Climate, Trust, Self-Efficacy, Time Pressure, and Job Insecurity. While the first five variables positively affect Employee Engagement, Job Insecurity expressed the opposite association with Employee Engagement. Furthermore, there is a positive influence of Employee Engagement to Innovative Behavior; and the correlation that exists between Employee Engagement and Innovative Behavior is moderated by Proactivity Personality. The findings of the study have theoretical and practical significance. The practice implications and further study are also discussed, along with some recommendations.