The Effects of Innovative Work Behavior, Knowledge Sharing, and Workload on IT Employee Performance through Work Engagement at Bank Indonesia
DOI:
https://doi.org/10.38035/dijefa.v7i4.7418Keywords:
Innovative Work Behavior, Knowledge Sharing, Workload, Work Engagement, IT Employee PerformanceAbstract
This study examines the effects of innovative work behavior, knowledge sharing, and workload on IT employee performance through work engagement at Bank Indonesia. Using a quantitative explanatory design, survey data were collected from 166 IT employees and analyzed using partial least squares structural equation modeling (PLS-SEM). Innovative work behavior had positive and significant effects on both work engagement and IT employee performance. Work engagement also positively and significantly affected performance. Knowledge sharing had no significant direct effect on either work engagement or performance; however, its indirect effect on performance through work engagement was significant based on the directional test. Workload did not directly affect performance, but it positively affected work engagement and indirectly improved performance. Work engagement complementary mediation of the relationship between innovative work behavior and performance and indirect only mediation the relationships of knowledge sharing and workload with performance. These findings indicate that innovative behavior and work engagement are more decisive for IT employee performance than knowledge exchange intensity or job demands alone. The study recommends an integrated people strategy that institutionalizes employee-led innovation, translates knowledge exchange into applied learning, and manages workload as a sustainable challenge demand.
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