EXPLORING THE ROLE OF SELF-MANAGEMENT IN ENHANCING EMPLOYEES’ INNOVATIVE BEHAVIOR: EVIDENCE FROM THE SERVICE INDUSTRY OF INDONESIA

Abstract

Previous studies have linked employee self-management to better performance. Research on the link between psychological characteristics and employee innovation has been scarce. The primary goal of the study is to uncover the psychological aspects (i.e., self-management) that may influence an individual's innovative behavior at work. In order to test the study hypotheses, data is collected from 304 employees working in the service industry of Indonesia. The sample of the study is determined using a random sampling technique. The collected data is subsequently analyzed by adopting the PLS-SEM technique using SmartPLS 3 software. The findings of the study demonstrate a significant relationship of four factors of self-management (i.e., Self-Criticism, Self-Expectation, Self-Goal Setting and Self-Observation) with employee innovative behavior. However, the association between two dimensions of self-management (self-rehearsal and self-reinforcement) and employee innovative behavior was not found significant. Research implications are also highlighted in the concluding section of the study.