The Role of Happiness at Work in Moderating the Effect of Work Engagement and Organizational Justice on Innovative Work Behaviour of Region SCA in Indonesia
The Role of Happiness at Work in Moderating the Effect of Work Engagement and Organizational Justice on Innovative Work Behaviour of Region SCA in In-donesia

Summary/Abstract: Purpose – The purpose of this study was to analyse the direct influence, work involvement, organizational justice, and happiness at work on the innovative work behaviour of the State Civil Apparatus (SCA), and also the role of happiness at work as a moderating variable on the influence of work involvement and organizational justice on work behaviour innovative. Aims(s) – The role of job happiness as a moderating variable on the influence of work involvement and organizational justice on the innovative work behaviour of Regional SCAs in Indonesia. Design/methodology/approach – The samples obtained were 243 SCA working in the Regional Government sector. Questionnaires were delivered directly by the research team to the respondents. The analytical method used is the structural equation model and PLS to test the hypothesis. Findings – The results of the study show that work involvement, organizational justice, and happiness at work have a direct effect on innovative work behaviour. Happiness at work cannot play a moderating role in the effect of job involvement and organizational justice on SCA innovative work behaviour. Limitations of the study and implication for managerial SCA – The limitations of this study are only focused on looking at the effect of WE, OJ, and HAW on IWB SCA. Especially the role of HAW as a moderating variable is not supported. This research contributes to social exchange theory more specifically in developing the implementation of human resource management that work involvement, organizational justice, and work happiness as multidimensional variables have been empirically proven to increase IWB SCA in local government organizations. This makes a practical contribution that empirically the level of WE, OJ, and worker happiness substantially influence their IWB.

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