TRANSFORMATIONAL LEADERSHIP & KNOWLEDGE SHARING AS AN ANTECEDENT FOR PSYCHOLOGICAL EMPOWERMENT IN IMPROVING INNOVATIVE WORK BEHAVIOR
Keywords:
transformational leadership, knowledge sharing, psychological empowerment, innovative work behaviorAbstract
Employee innovative work behavior has become a critical factor in improving organizational performance and supporting public sector reform. This study examines the effects of transformational leadership and knowledge sharing on innovative work behavior, with psychological empowerment serving as a mediating variable among employees of the Regional Development Planning Agency (BAPPEDA) of Pesawaran Regency. The research employed a quantitative explanatory design involving 58 employees selected through a saturated sampling technique. Primary data were collected using structured questionnaires measured on a five-point Likert scale and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The analysis included assessments of the measurement model and structural model, followed by hypothesis testing through bootstrapping procedures. The findings reveal that transformational leadership and knowledge sharing have positive and significant effects on psychological empowerment and innovative work behavior. Psychological empowerment also has a significant positive effect on innovative work behavior and partially mediates the relationships between transformational leadership and innovative work behavior, as well as between knowledge sharing and innovative work behavior. These findings support Social Cognitive Theory, suggesting that organizational environmental factors and employees' cognitive perceptions jointly influence innovative behavior in public organizations. The study contributes to the literature by integrating transformational leadership, knowledge sharing, and psychological empowerment into a comprehensive model of innovative work behavior within the public sector. Practically, the findings suggest that public organizations should strengthen transformational leadership practices, promote knowledge-sharing cultures, and enhance employees' psychological empowerment to foster sustainable organizational innovation.
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