In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5796 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
The In luence o T ans o ma ional Leade ship and Pe cei ed O ganiza ional Suppo
on Inno a i e Wo k Beha iou Media ed by Wo k Engagemen among Ci il Se an s
a PPSDM Regional Yogyaka a
Dwi Ayu Sulis yaning um1, A ie Subyan o o2, Nilmawa i3
1Mas e o Managemen S uden , UPN “Ve e an” Yogyaka a, Indonesia
2,3Lec u e , Mas e o Managemen , UPN “Ve e an” Yogyaka a, Indonesia
ABSTRACT: The low le el o inno a i e wo k beha iou a PPSDM Regional Yogyaka a is e lec ed in he ins i u ion’s 2024
acc edi a ion esul , which was a ed a he one-s a ca ego y, as well as he limi ed con ibu ion o new ideas om employees. This
condi ion highligh s he impo ance o unde s anding in e nal o ganiza ional ac o s ha can os e IWB, pa icula ly he oles o
ans o ma ional leade ship, o ganiza ional suppo , and wo k engagemen . This s udy aims o analyze he e ec s o ans o ma ional
leade ship and pe cei ed o ganiza ional suppo on inno a i e wo k beha iou and o examine he media ing ole o wo k
engagemen among ci il se an s a PPSDM Regional Yogyaka a. A quan i a i e app oach was employed using a su ey me hod,
in ol ing 108 ci il se an s. Da a we e analyzed using Pa ial Leas Squa e–S uc u al Equa ion Modeling (PLS-SEM). The
indings indica e ha ans o ma ional leade ship and pe cei ed o ganiza ional suppo di ec ly in luence IWB. Bo h a iables also
ha e a posi i e and signi ican e ec on wo k engagemen . Fu he mo e, wo k engagemen was ound o ha e a posi i e and
signi ican impac on IWB. Wo k engagemen also signi ican ly media es he e ec s o ans o ma ional leade ship and pe cei ed
o ganiza ional suppo on IWB. These esul s emphasize ha wo k engagemen se es as a key mechanism linking leade ship and
o ganiza ional suppo o employees’ inno a i e beha iou . Enhancing employees’ IWB canno be achie ed solely h ough
ans o ma ional leade ship o o ganiza ional suppo ; ins ead, s eng hening wo k engagemen as a cen al media o is essen ial.
O ganiza ions need o os e employee in ol emen by imp o ing suppo , app ecia ion, and he consis ency o policies o build a
sus ainable inno a ion cul u e in he wo kplace.
KEYWORDS: Inno a i e Wo k Beha iou , Pe cei ed O ganiza ional Suppo , T ans o ma ional Leade ship, Wo k Engagemen .
INTRODUCTION
Inno a i e wo k beha iou (IWB) has become a c i ical componen in enhancing he pe o mance o public o ganiza ions in he
e a o mode n bu eauc acy. IWB e lec s employees’ abili y o gene a e new ideas, de elop c ea i e solu ions, and implemen aluable
inno a ions in public se ices—an essen ial demand o bu eauc a ic e o m and imp o ed go e nance quali y. IWB is shaped by
mo i a ional ac o s, indi idual cogni ion, and en i onmen al suppo , all o which in luence employees’ capaci y o p oduce and
apply inno a ion. Shi s in he s a egic en i onmen , inc easing demands o public se ice quali y, and he need o o ganiza ional
e iciency u he encou age public-sec o ins i u ions o s eng hen he inno a i e capaci y o ci il se an s as pa o ongoing
adap a ion o policy dynamics and socie al needs.[1]
The impo ance o inno a ion among ci il se an s has g own alongside inc easingly s ingen acc edi a ion equi emen s o
go e nmen aining ins i u ions. The Na ional Ins i u e o Public Adminis a ion (LAN) has de eloped an acc edi a ion sys em o
assess se ice quali y, esou ce go e nance, and o ganiza ional inno a ion capaci y. Resul s o he 2024 acc edi a ion p ocess show
ha all egional uni s unde BPSDM Kemendag i, including PPSDM Regional Yogyaka a, we e placed in he one-s a ca ego y,
indica ing a p essing need o imp o e ins i u ional quali y and os e an inno a i e employee cul u e. This si ua ion sugges s ha
go e nmen o ganiza ions con inue o ace challenges in c ea ing a wo k ecosys em conduci e o inno a ion, pa icula ly in ensu ing
ha inno a ion p ocesses mo e beyond concep ualiza ion and e ol e in o sus ainable solu ions.
PPSDM Regional Yogyaka a holds a s a egic posi ion wi hin he na ional compe ency de elopmen sys em, se ing aining
pa icipan s om a ious egions—including Ja a, NTB, NTT, and Bali—wi h mo e han 2,000 ci il se an s ained annually, he
highes among all egional cen e s. Ideally, his wide se ice co e age should be aligned wi h s ong in e nal capaci y o
o ganiza ional inno a ion. Howe e , empi ical obse a ions indica e ha he inno a ion cul u e wi hin PPSDM emains subop imal.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5797 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
A p elimina y su ey conduc ed by he esea che s e ealed low le els o IWB among employees, e lec ed in limi ed inno a ion
c ea ion, minimal idea gene a ion, weak idea implemen a ion, and low engagemen in obse ing o adap ing inno a ions om o he
uni s.
The low le el o IWB is u he ein o ced by he acc edi a ion sco e o 83.58, placing PPSDM Regional Yogyaka a wi hin he
one-s a ca ego y. Acc edi a ion ecommenda ions emphasized he need o s eng hen in e nal inno a ion cul u e as one o he
ins i u ion’s weakes a eas. Se e al ac o s a e suspec ed o con ibu e o his condi ion, including limi ed manage ial suppo ,
insu icien esou ces o pilo ing inno a i e ideas, and weak moni o ing and e alua ion sys ems ela ed o inno a ion
implemen a ion. These issues indica e a gap be ween o ganiza ional expec a ions o inno a i e employee beha iou and employees’
ac ual capaci y o deli e such beha iou .
IWB can be in luenced by a ious ac o s, including leade ship s yle, o ganiza ional suppo , and employees’ psychological s a es.
T ans o ma ional leade ship is conside ed a leade ship s yle capable o s imula ing inno a ion h ough inspi a ion, in ellec ual
s imula ion, and indi idualized suppo . T ans o ma ional leade s ac as change agen s who os e mo i a ion and c ea i i y among
employees, he eby s eng hening hei engagemen in he p ocess o gene a ing and applying new ideas. A sa and Um ani p o ide
empi ical suppo o his iew, showing ha ans o ma ional leade ship signi ican ly in luences employees’ IWB. [2]
Ano he impo an ac o is pe cei ed o ganiza ional suppo (POS), de ined as employees’ pe cep ion ha he o ganiza ion alues
hei con ibu ions and ca es abou hei well-being. POS s eng hens posi i e ecip ocal eelings, which in u n encou age employees
o pe o m beha iou s ha bene i he o ganiza ion, including engaging in inno a i e beha iou . Nume ous s udies ha e shown ha
POS signi ican ly in luences IWB, ei he di ec ly o h ough psychological a iables such as h i ing a wo k and wo k engagemen .
[3] [4]
Wo k engagemen also plays a c ucial ole in unde s anding IWB. I ep esen s a psychological s a e in which employees eel
ene gized, en husias ic, and mo i a ed o gi e hei bes pe o mance. Empi ical esea ch shows ha employees wi h highe le els o
wo k engagemen a e mo e open o idea de elopmen , mo e c ea i e, and mo e commi ed o implemen ing inno a ions.[5] [6] A
PPSDM Regional Yogyaka a, he a e age wo k engagemen sco e o 3.04—ca ego ized as mode a e—indica es he need o enhance
employees’ psychological condi ions o os e mo e consis en inno a i e beha iou .
P e ious s udies ha e e ealed inconsis en indings ega ding he ela ionships among ans o ma ional leade ship, pe cei ed
o ganiza ional suppo , wo k engagemen , and IWB. Some s udies ound signi ican posi i e ela ionships, while o he s epo ed
di e ing esul s, pa icula ly conce ning he di ec e ec s o TL on IWB and POS on IWB. These inconsis encies highligh he need
o u he in es iga ion in he con ex o public o ganiza ions, especially wi hin PPSDM Regional Yogyaka a, which is cu en ly
expe iencing eal challenges in s eng hening i s inno a ion cul u e.
These empi ical condi ions and heo e ical discussions o m he basis o his s udy, which aims o examine he in luence o
ans o ma ional leade ship and pe cei ed o ganiza ional suppo on inno a i e wo k beha iou , wi h a pa icula ocus on he
media ing ole o wo k engagemen . S eng hening wo k engagemen is belie ed o be a key mechanism linking leade ship and
o ganiza ional suppo o employees’ inno a i e beha iou . This s udy is expec ed o p o ide deepe insigh s in o he ac o s ha can
enhance IWB among employees a PPSDM Regional Yogyaka a.
METHOD
This s udy employed a quan i a i e app oach wi h an explana o y esea ch design aimed a analyzing he causal ela ionships
among ans o ma ional leade ship, pe cei ed o ganiza ional suppo , wo k engagemen , and inno a i e wo k beha iou among ci il
se an s a PPSDM Regional Yogyaka a. This app oach was selec ed o examine bo h he di ec and indi ec e ec s among a iables,
as well as o es he heo e ical model de eloped based on p e ious empi ical indings. Da a we e collec ed using a s uc u ed
ques ionnai e based on a Like scale, co e ing all indica o s o he esea ch a iables using ins umen s ha ha e been alida ed in
p io s udies.
The s udy popula ion consis ed o all ci il se an s wo king a PPSDM Regional Yogyaka a. A o al o 108 esponden s we e
selec ed using a o al sampling echnique, conside ing he ela i ely small popula ion size and he ele ance o all membe s o he
esea ch model. The ques ionnai es we e dis ibu ed online ia a digi al o m and o line o employees p esen in hei espec i e
wo k uni s. The esea ch ins umen consis ed o ou main cons uc s— ans o ma ional leade ship, pe cei ed o ganiza ional suppo ,
wo k engagemen , and inno a i e wo k beha iou —each adap ed om p e iously alida ed measu emen scales.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5798 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
Da a analysis was conduc ed using Pa ial Leas Squa es–S uc u al Equa ion Modeling (PLS-SEM) wi h he Sma PLS so wa e.
This echnique was selec ed because i is sui able o examining complex ela ionships among cons uc s, accommoda ing ela i ely
small sample sizes, and handling da a ha do no necessa ily ollow a no mal dis ibu ion. The analysis p ocess comp ised wo s ages:
(1) e alua ion o he measu emen model (ou e model) o assess ins umen alidi y and eliabili y, and (2) e alua ion o he s uc u al
model (inne model) o es di ec and indi ec e ec s among a iables, including he media ing ole o wo k engagemen . The indings
we e used o iden i y he a iables ha signi ican ly con ibu e o enhancing employees’ inno a i e wo k beha iou .
FINDINGS AND DISCUSSION
Ou e Model
Con e gen Validi y Tes
The con e gen alidi y es was conduc ed o ensu e ha each indica o wi hin he esea ch a iables me he s a is ical
easibili y equi emen s. Validi y was assessed h ough he ou e loading alues o each indica o . Indica o s a e conside ed alid and
app op ia e o use i hey ha e an ou e loading alue g ea e han 0.70 (Hai e al., 2017). A summa y o he con e gen alidi y
esul s is p esen ed in Table 1.
Table 1. Loading Fac o Values
Va iable
Indica o
Loading Fac o
Desc ip ion
T ans o ma ional Leade ship
TL1
0.981
Valid
TL2
0.989
Valid
TL3
0.988
Valid
TL4
0.983
Valid
TL5
0.974
Valid
TL6
0.966
Valid
TL7
0.974
Valid
TL8
0.960
Valid
Pe cei ed O ganiza ional
Suppo
POS1
0.983
Valid
POS2
0.983
Valid
POS3
0.977
Valid
POS4
0.979
Valid
POS5
0.979
Valid
POS6
0.978
Valid
Wo k Engagemen
WE1
0.984
Valid
WE2
0.986
Valid
WE3
0.983
Valid
WE4
0.984
Valid
WE5
0.983
Valid
WE6
0.982
Valid
Inno a i e Wo k Beha iou
IWB1
0.983
Valid
IWB2
0.986
Valid
IWB3
0.986
Valid
IWB3
0.990
Valid
IWB4
0.986
Valid
IWB5
0.986
Valid
Sou ce: P ocessed Da a using Sma PLS e sion 3.2.9
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5799 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
The con e gen alidi y esul s indica e ha all indica o s ob ained loading ac o alues g ea e han 0.70, hus mee ing he
alidi y c i e ia. This demons a es ha each indica o con ibu es s ongly o he cons uc i is in ended o measu e.
Figu e 1. S uc u al Model
Disc iminan Validi y Tes
In his s udy, disc iminan alidi y was assessed using he Fo nell–La cke C i e ion, a classical and widely used me hod o
e alua ing disc iminan alidi y. [7] The esul s o he disc iminan alidi y es a e p esen ed in Table 2.
Table 2. Fo nell–La cke C i e ion Resul s
Va iable
Inno a i e Wo k
Beha iou
Pe cei ed
O ganiza ional
Suppo
T ans o ma ional
Leade ship
Wo k
Engagemen
Inno a i e Wo k
Beha iou
0.986
Pe cei ed O ganiza ional
Suppo
0.578
0.910
T ans o ma ional
Leade ship
0.418
-0.057
0.977
Wo k Engagemen
0.756
0.444
0.465
0.984
Sou ce: Da a P ocessed using Sma PLS e sion 3.2.9
Based on Table 2, he squa e oo o AVE o each a iable is g ea e han i s co ela ions wi h o he a iables, indica ing ha
he disc iminan alidi y c i e ia ha e been me .
Reliabili y Tes
The eliabili y es was conduc ed o measu e he in e nal consis ency o each cons uc o a iable in he ques ionnai e. An
ins umen is conside ed eliable when esponden s’ answe s o he i ems emain consis en o e ime. In his s udy, eliabili y was
assessed o de e mine he in e nal consis ency among indica o s wi hin each cons uc [8]. Composi e eliabili y (CR) was used as he
p ima y measu e, as i is mo e app op ia e in he Pa ial Leas Squa es S uc u al Equa ion Modeling (PLS-SEM) app oach due o i s
lowe sensi i i y o he numbe o indica o s and i s abili y o mo e accu a ely assess eliabili y. [7] A cons uc is conside ed eliable
i i s composi e eliabili y alue exceeds 0.6. The esul s o he eliabili y es a e p esen ed in Table 3.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5800 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
Table 3. Reliabili y Tes Resul s
Va iable
C onbach’s Alpha
Composi e Reliabili y
Desc ip ion
T ans o ma ional Leade ship
0.993
0.994
Reliable
Pe cei ed O ganiza ional Suppo
0.992
0.993
Reliable
Wo k Engagemen
0.993
0.994
Reliable
Inno a i e Wo k Beha iou
0.994
0.995
Reliable
Sou ce: Da a P ocessed using Sma PLS e sion 3.2.9
The esul s indica e ha all a iables ha e C onbach’s alpha and composi e eliabili y alues abo e 0.6, as shown in Table 3.
Thus, all cons uc s used in his s udy can be conside ed eliable.
Inne Model
R-Squa e
R-Squa e is used o measu e he ex en o which he a iance o an endogenous a iable (dependen a iable) can be explained
by he exogenous a iables (independen and mode a o a iables) in he esea ch model. Highe R-Squa e alues indica e ha he
model possesses s onge explana o y powe o he endogenous cons uc s. [7] The R-Squa e esul s o his s udy a e p esen ed in
Table 4.
Table 4. R-Squa e
Endogenous Va iable
R Squa e
R Squa e Adjus ed
Wo k Engagemen
0.439
0.428
Inno a i e Wo k Beha iou
0.675
0.665
Sou ce: Da a p ocessed using Sma PLS e sion 3.2.9
Based on Table 4, he Adjus ed R-Squa e alue o Wo k Engagemen is 0.428. This indica es ha 42.8% o he a iance in wo k
engagemen can be explained by he independen a iables in he model, namely ans o ma ional leade ship and pe cei ed
o ganiza ional suppo . The emaining 57.2% is explained by o he ac o s ou side he scope o his s udy, such as indi idual
cha ac e is ics, wo k en i onmen , o o ganiza ional cul u e.
Fu he mo e, he Adjus ed R-Squa e alue o Inno a i e Wo k Beha iou is 0.665. This means ha 66.5% o he a iance in
inno a i e wo k beha iou is explained by he independen cons uc s examined in he model, including ans o ma ional leade ship,
pe cei ed o ganiza ional suppo , and wo k engagemen . The emaining 33.5% is in luenced by o he a iables no included in he
model.
O e all, he indings indica e ha he esea ch model demons a es subs an ial p edic i e powe , pa icula ly o he Inno a i e
Wo k Beha iou a iable. The ela i ely high R-Squa e alues sugges ha he model e ec i ely cap u es he ela ionships among
cons uc s. These esul s also highligh he impo an media ing ole o wo k engagemen in s eng hening he in luence o
ans o ma ional leade ship and pe cei ed o ganiza ional suppo on inno a i e wo k beha iou .
Q-Squa e
The Q-Squa e (Q²) es using he blind olding echnique is conduc ed o e alua e he p edic i e ele ance o he s uc u al
model o he endogenous a iables. A Q² alue g ea e han ze o indica es ha he model has good p edic i e capabili y, whe eas a
Q² alue ≤ 0 sugges s ha he model lacks p edic i e ele ance [7].
Table 5. Q-Squa e Tes Resul s
Va iable
SSO
SSE
Q² (= 1 - SSE/SSO)
Wo k Engagemen
648.000
375.623
0.420
Inno a i e Wo k Beha iou
648.000
224.213
0.651
Sou ce: Da a P ocessing using Sma PLS e sion 3.2.9
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5801 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
Based on Table 5, he Q² alue o he Wo k Engagemen a iable is 0.420, while he Q² alue o he Inno a i e Wo k Beha iou
a iable is 0.651. Since bo h alues a e g ea e han ze o, i can be concluded ha he model has good p edic i e ele ance o all
endogenous a iables examined in his s udy.
The Q² alue o 0.651 o inno a i e wo k beha iou indica es ha he model is highly capable o p edic ing he a iabili y o he
obse ed da a. This demons a es ha ans o ma ional leade ship, pe cei ed o ganiza ional suppo , and wo k engagemen p o ide
s ong p edic i e con ibu ions in explaining inno a i e wo k beha iou among ci il se an s a PPSDM Regional Yogyaka a.
Meanwhile, he Q² alue o 0.420 o he wo k engagemen a iable also indica es ha he model possesses adequa e p edic i e
capabili y, al hough no as s ong as o inno a i e wo k beha iou . O e all, hese indings con i m ha he esea ch model has
su icien p edic i e ele ance, making i app op ia e o explaining he causal ela ionships among a iables in he con ex o his
s udy.
Hypo hesis Tes ing
Hypo hesis es ing was ca ied ou using he boo s apping echnique. This es aims o de e mine whe he he ela ionships
be ween a iables in he s uc u al model a e s a is ically signi ican . The s udy employed a signi icance le el o 5% (α = 0.05),
meaning ha a hypo hesis is accep ed i he P- alue is less han 0.05. The esul s o he hypo hesis es ing a e p esen ed in Table 6.
Table 6. Hypo hesis Tes ing Resul s
Hypo hesis
Code
Hypo hesis
O iginal
Sample
T S a is ics
(|O/STDEV|)
P
Value
Desc ip ion
H1
T ans o ma ional
Leade ship → Inno a i e
Wo k Beha iou
0.209
2.980
0.003
Accep ed
H2
Pe cei ed O ganiza ional
Suppo → Inno a i e
Wo k Beha iou
0.370
4.782
0.000
Accep ed
H3
T ans o ma ional
Leade ship → Wo k
Engagemen
0.492
7.085
0.000
Accep ed
H4
Pe cei ed O ganiza ional
Suppo → Wo k
Engagemen
0.472
6.775
0.000
Accep ed
H5
Wo k Engagemen →
Inno a i e Wo k Beha iou
0.494
6.361
0.000
Accep ed
H6
Pe cei ed O ganiza ional
Suppo → Wo k
Engagemen → Inno a i e
Wo k Beha iou
0.233
4.273
0.000
Accep ed
H7
T ans o ma ional
Leade ship → Wo k
Engagemen → Inno a i e
Wo k Beha iou
0.243
4.360
0.000
Accep ed
Sou ce: Da a P ocessing using Sma PLS e sion 3.2.9
The esul s o he hypo hesis es ing in Table 6 indica e ha :
Hypo hesis H1 is accep ed, wi h a P- alue o 0.003 < 0.05 and a T-s a is ic o 2.980. This shows ha ans o ma ional leade ship
has a posi i e and signi ican e ec on inno a i e wo k beha iou . This means ha he highe he le el o ans o ma ional leade ship
pe cei ed by employees, he highe he le el o inno a i e wo k beha iou demons a ed by Ci il Se an s a he Human Resou ces
De elopmen Cen e (PPSDM) Regional Yogyaka a.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5802 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
Hypo hesis H2 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 4.782. This indica es ha pe cei ed o ganiza ional
suppo has a posi i e and signi ican e ec on inno a i e wo k beha iou . In o he wo ds, he g ea e he o ganiza ional suppo
pe cei ed by employees, he s onge hei encou agemen o engage in inno a i e beha iou a wo k.
Hypo hesis H3 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 7.085. This inding shows ha ans o ma ional
leade ship has a posi i e and signi ican e ec on wo k engagemen . This means ha he mo e e ec i e he ans o ma ional
leade ship s yle implemen ed by leade s, he highe he employees’ wo k engagemen owa d hei asks and esponsibili ies.
Hypo hesis H4 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 6.775. This esul indica es ha pe cei ed
o ganiza ional suppo has a posi i e and signi ican e ec on wo k engagemen . Thus, s ong o ganiza ional suppo enhances
employees’ en husiasm, dedica ion, and in ol emen in ca ying ou hei du ies.
Hypo hesis H5 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 6.361. This means ha wo k engagemen has a
posi i e and signi ican e ec on inno a i e wo k beha iou . In o he wo ds, he highe he employee's engagemen a wo k, he
g ea e hei endency o gene a e and apply new ideas in hei job con ex .
Hypo hesis H6 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 4.273. This esul shows ha wo k engagemen
media es he e ec o pe cei ed o ganiza ional suppo on inno a i e wo k beha iou . This means ha o ganiza ional suppo
pe cei ed by employees inc eases hei wo k engagemen , which in u n encou ages inno a i e wo k beha iou .
Hypo hesis H7 is accep ed, wi h a P- alue o 0.000 < 0.05 and a T-s a is ic o 4.360. This inding demons a es ha wo k
engagemen media es he e ec o ans o ma ional leade ship on inno a i e wo k beha iou . In o he wo ds, s ong ans o ma ional
leade ship enhances employees’ wo k engagemen , which subsequen ly s eng hens hei endency o beha e inno a i ely in ca ying
ou hei asks.
DISCUSSION
The In luence o T ans o ma ional Leade ship on Inno a i e Wo k Beha iou
The analysis shows ha ans o ma ional leade ship has a posi i e and signi ican e ec on inno a i e wo k beha iou among
ci il se an s a PPSDM Regional Yogyaka a. This inding indica es ha he g ea e he implemen a ion o ans o ma ional
leade ship by leade s, he mo e likely employees a e o demons a e inno a i e wo k beha iou s. T ans o ma ional leade ship is
conside ed e ec i e because i no only emphasizes he leade ’s c ea i i y bu also encou ages employees o ac i ely pa icipa e in
de eloping new ideas h ough empowe men and enhanced sel -con idence. [9] Bass and A olio u he explain ha ans o ma ional
leade ship is a p ocess in which leade s se e as ideal ole models, p o ide in ellec ual s imula ion, inspi a ion, and suppo ha guide
employees owa d achie ing he o ganiza ion’s sha ed ision and goals. [10] Simila ly, Se iawan and Muhi h emphasize ha his
leade ship s yle has he capaci y o ans o m o ganiza ions in esponding o change. [11]
Howe e , he ques ionnai e esul s show ha esponden s’ pe cep ions o ans o ma ional leade ship a e s ill in he mode a e
ca ego y, wi h an a e age mean sco e o 3.01. This indica es ha ans o ma ional leade ship p ac ices a PPSDM Regional
Yogyaka a a e no ye op imal. Speci ically, he i em wi h he lowes mean sco e (2.99) is “The leade p o ides guidance acco ding
o my po en ial.” This sugges s ha some employees eel hey ha e no ecei ed men o ship aligned wi h hei indi idual po en ial.
In o he wo ds, al hough leade s ha e se ed as ole models and a e able o inspi e employees (wi h mean sco es o 3.02–3.05), he
aspec o pe sonalized guidance s ill needs imp o emen .
This condi ion illus a es ha he posi i e in luence o ans o ma ional leade ship on inno a i e wo k beha iou is d i en mo e
by inspi a ional and ole-modeling aspec s, a he han a ge ed men o ing o po en ial de elopmen . Ye , guidance ha aligns wi h
employees’ po en ial is c ucial in c ea ing a wo k en i onmen conduci e o gene a ing ideas and inno a ion. This aligns wi h indings
by A sa and Um ani and Sai e al. (2024), who highligh ha ans o ma ional leade ship e ec i ely encou ages inno a i e wo k
beha iou when leade s can ailo hei app oaches o he needs and cha ac e is ics o hei subo dina es.[2][12] Thus, al hough he
s a is ical esul s show a posi i e and signi ican in luence, empi ical condi ions among employees a PPSDM Regional Yogyaka a
indica e ha imp o ing he quali y o men o ing and indi idual po en ial de elopmen is s ill necessa y. E o s such as coaching,
men o ing, o compe ency-based assessmen s can s eng hen he pe sonal ela ionship be ween leade s and employees, ul ima ely
enhancing inno a i e wo k beha iou wi hin he o ganiza ion.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5803 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
The In luence o Pe cei ed O ganiza ional Suppo on Inno a i e Wo k Beha iou
The analysis shows ha pe cei ed o ganiza ional suppo (POS) has a posi i e and signi ican e ec on inno a i e wo k beha iou
among ci il se an s a PPSDM Regional Yogyaka a. This means ha he highe he o ganiza ional suppo pe cei ed by employees,
he mo e likely hey a e o exhibi inno a i e wo k beha iou s.
Acco ding o o ganiza ional suppo heo y in oduced by Eisenbe ge e al., employees o m a gene al pe cep ion o he ex en o
which he o ganiza ion alues hei con ibu ions and ca es abou hei well-being. This pe cep ion is e e ed o as pe cei ed
o ganiza ional suppo .[13] The e a e h ee main ac o s ha enhance POS: o ganiza ional jus ice, supe iso suppo , and ewa ds
along wi h good wo king condi ions. These ac o s di ec ly in luence employees’ sense o secu i y, loyal y, and in ol emen in hei
wo k. [14]
Based on he ques ionnai e esul s, esponden s’ pe cep ions o POS a PPSDM Regional Yogyaka a all in o he mode a e
ca ego y, wi h an a e age mean sco e o 2.96. This indica es ha al hough he o ganiza ion has p o ided ce ain o ms o suppo ,
some employees do no ully pe cei e adequa e app ecia ion o conce n om he o ganiza ion. The i ems wi h he lowes mean sco es
a e: “O ganiza ional policies a e applied consis en ly o all employees” (mean 2.94) and “I eel app ecia ed o he con ibu ions I
make” (mean 2.94). These condi ions sugges he p esence o inconsis en policy implemen a ion and a lack o ecogni ion, which
can educe employees’ sense o ai ness and pe sonal acknowledgmen in he wo kplace.
This inding is impo an because pe cep ions o ai ness and ecogni ion a e ounda ional o de eloping a sense o o ganiza ional
suppo . When employees eel ha policies a e no applied ai ly o ha app ecia ion is no p opo ional, hei mo i a ion o engage
in inno a i e beha iou may decline. In ac , s ong o ganiza ional suppo can os e psychological sa e y, s eng hen emo ional
commi men , and encou age he eme gence o new ideas om employees.
This is in line wi h esea ch by E gun e al., which shows ha o ganiza ional suppo signi ican ly con ibu es o inno a i e wo k
beha iou by s eng hening con idence, mo i a ion, and employee engagemen in inno a ion. [15] Simila ly, s udies by Nana e al.,
con i m ha POS encou ages c ea i i y h ough eelings o app ecia ion and ecogni ion om he o ganiza ion. [16] The e o e,
al hough s a is ical es s show a posi i e and signi ican e ec , empi ical indings indica e ha employees' pe cep ions o
o ganiza ional suppo a e s ill mode a e. PPSDM Regional Yogyaka a should ein o ce o ganiza ional jus ice and anspa en ewa d
sys ems so ha employees eel inc easingly alued and suppo ed. Such e o s no only enhance job sa is ac ion bu also ha e he
po en ial o s eng hen inno a i e wo k beha iou in a sus ainable manne .
The In luence o T ans o ma ional Leade ship on Wo k Engagemen
The analysis shows ha ans o ma ional leade ship has a posi i e and signi ican e ec on wo k engagemen among ci il se an s
a PPSDM Regional Yogyaka a. This inding indica es ha he highe he quali y o ans o ma ional leade ship implemen ed by
leade s, he highe he employees' wo k engagemen . T ans o ma ional leade s ocus no only on achie ing o ganiza ional goals bu
also on de eloping employees h ough mo i a ion, suppo , and empowe men . [9] Bass and A olio emphasize ha ans o ma ional
leade ship os e s emo ional connec ions wi h employees h ough inspi a ion, in ellec ual s imula ion, and indi idualized
conside a ion, ul ima ely os e ing a sense o belonging and engagemen a wo k. [10]
This esul is consis en wi h he indings o A ies a e al., who show ha ans o ma ional leade ship enhances wo k engagemen
h ough he c ea ion o a clea and inspi ing ision. [5] Widas i and Mu sid also demons a e ha posi i e pe cep ions o
ans o ma ional leade ship can s eng hen wo k engagemen because employees eel alued and suppo ed in hei con ibu ions. In
o he wo ds, ans o ma ional leade ship ac s as a sou ce o emo ional ene gy ha makes employees mo e en husias ic, ocused, and
commi ed o hei wo k [17].
Howe e , based on he ques ionnai e esul s, esponden s’ pe cep ions o ans o ma ional leade ship and wo k engagemen bo h
all wi hin he mode a e ca ego y (mean sco es 3.01 and 3.04 espec i ely). This sugges s ha al hough he in luence is s a is ically
signi ican , he implemen a ion o ans o ma ional leade ship alues in p ac ice has no ye been maximized in inc easing employees’
engagemen .
The i em wi h he lowes mean sco e o ans o ma ional leade ship is “The leade p o ides guidance acco ding o my po en ial”
(mean 2.99), indica ing limi ed indi idualized conside a ion. This aligns wi h ela i ely low mean sco es o wo k engagemen i ems
such as “I eel ully ocused when pe o ming asks” and “I eel ene gized when ca ying ou my wo k” (mean 3.02). These da a
logically connec : when leade s do no ully p o ide pe sonalized suppo based on indi idual po en ial, employees’ ene gy, ocus,
and emo ional engagemen also emain subop imal.
In e na ional Jou nal o Cu en Science Resea ch and Re iew
ISSN: 2581-8341
Volume 08 Issue 11 No embe 2025
DOI: 10.47191/ijcs /V8-i11-36, Impac Fac o : 8.048
IJCSRR @ 2025
www.ijcs .o g
5804 *Co esponding Au ho : A ie Subyan o o Volume 08 Issue 11 No embe 2025
A ailable a : www.ijcs .o g
Page No. 5796-5807
This is consis en wi h Con e as, who no es ha he in luence o ans o ma ional leade ship on wo k engagemen can a y
depending on o ganiza ional con ex , wo k cul u e, and ewa d sys ems. In he con ex o PPSDM Regional Yogyaka a,
ans o ma ional leade ship seems o ha e laid a s ong ounda ion o inspi a ion and mo i a ion, bu indi idualized men o ing and
empowe men emain limi ed. [18]
Thus, al hough s a is ical esul s show a posi i e and signi ican in luence, he p ac ical implemen a ion s ill emains mode a e.
The o ganiza ion he e o e needs o s eng hen he dimension o indi idualized conside a ion h ough mo e s uc u ed coaching and
men o ing. This app oach is expec ed o enhance employees’ emo ional engagemen , wo k en husiasm, and sense o belonging o he
o ganiza ion.
The In luence o Pe cei ed O ganiza ional Suppo on Wo k Engagemen
The analysis shows ha pe cei ed o ganiza ional suppo has a posi i e and signi ican e ec on wo k engagemen among ci il
se an s a PPSDM Regional Yogyaka a. This means ha he highe he o ganiza ional suppo pe cei ed by employees, he g ea e
hei le el o engagemen in hei wo k. Pe cei ed o ganiza ional suppo e lec s employees’ pe cep ions o he ex en o which he
o ganiza ion alues hei con ibu ions and ca es abou hei well-being (Eisenbe ge e al., 2020). Based on social exchange heo y,
when employees pe cei e s ong o ganiza ional suppo , hey end o ecip oca e by inc easing hei dedica ion, ene gy, and ocus a
wo k as a posi i e e u n o he o ganiza ion. [14]
The ques ionnai e esul s show ha esponden s’ pe cep ions o o ganiza ional suppo all in he mode a e ca ego y, wi h an
a e age mean sco e o 2.96. The lowes -sco ing i ems include “O ganiza ional policies a e applied consis en ly o all employees”
(mean 2.94) and “I eel app ecia ed o he con ibu ions I make” (mean 2.94). This indica es ha some employees eel ha he
implemen a ion o policies and ecogni ion is no ye ully consis en o equi able in he wo kplace. Such pe cep ions may in luence
he ex en o which employees eel alued by he o ganiza ion, ul ima ely a ec ing hei le el o wo k engagemen .
Simila ly, he wo k engagemen ques ionnai e esul s also all in he mode a e ca ego y (mean 3.04), wi h ela i ely low sco es
o i ems such as “I eel ull o ene gy when pe o ming my job” (mean 3.02) and “I eel comple ely ocused when ca ying ou asks”
(mean 3.02). This pa e n shows an empi ical ela ionship: when employees pe cei e o ganiza ional suppo as limi ed, hei ene gy,
dedica ion, and wo k ocus also end o be less op imal.
These indings a e consis en wi h E gun e al., who s a e ha o ganiza ional suppo plays a c ucial ole in inc easing employees’
en husiasm, dedica ion, and wo k engagemen . [15] Aldabbas e al., also ound ha POS enhances in insic mo i a ion, encou aging
employees o wo k wholehea edly. S ong o ganiza ional suppo mani es ed h ough ai ness, supe iso y ca e, and anspa en
ewa d sys ems con ibu es o psychological sa e y and s eng hens employees’ a ec i e commi men o hei wo k. [19]
Thus, al hough s a is ically POS has a posi i e and signi ican e ec on wo k engagemen , he empi ical esul s indica e ha he
le el o o ganiza ional suppo a PPSDM Regional Yogyaka a s ill needs imp o emen . E o s o enhance ai ness in policy
implemen a ion, ecogni ion o employee con ibu ions, and open communica ion be ween leade s and s a can s eng hen he sense
o o ganiza ional suppo . I hese s eps a e op imized, employee wo k engagemen has he po en ial o ise om mode a e o high,
ul ima ely con ibu ing posi i ely o o ganiza ional pe o mance and inno a ion.
The In luence o Wo k Engagemen on Inno a i e Wo k Beha iou
The analysis shows ha wo k engagemen has a posi i e and signi ican e ec on inno a i e wo k beha iou among ci il se an s
a PPSDM Regional Yogyaka a. Wo k engagemen e lec s employees’ emo ional and psychological a achmen o hei job,
cha ac e ized by en husiasm, dedica ion, and ull concen a ion in ca ying ou asks. Employees wi h high le els o wo k engagemen
no only s i e o deli e hei bes pe o mance bu a e also mo i a ed o p opose c ea i e and inno a i e ideas. When engagemen
is high, indi iduals in e nalize o ganiza ional goals as pe sonal goals, he eby de eloping a commi men o con ibu e h ough
inno a i e wo k beha iou . [15]
P e ious s udies suppo he posi i e in luence o wo k engagemen on inno a i e wo k beha iou (IWB). Hidaya e al. (2021),
A ies a e al. (2024), and Ala eeg & Alhammadi (2024) ound ha wo k engagemen s eng hens employee c ea i i y, which in u n
d i es inno a ion. Widas i & Mu sid add ha employees wi h high engagemen s i e o p oduce new and use ul ideas o hei
o ganiza ion. Thus, wo k engagemen becomes a signi ican d i e in os e ing an inno a ion-o ien ed cul u e. [17]
