ABSTRACT

Innovative work behavior is needed to remain sustainability in an organization. Previous studies have suggested that person-organization fit affects the innovative work behavior and psychological empowerment mediates the influence between them. This study aims to prove further whether the influence of person-organization fit on innovative work behavior is mediated by the psychological empowerment of the employees. Population in this study is all employee CHC, Co and sampling technique used is convenience sampling. Innovation work behavior is assessed through supervisor-rated and self-rated. Results of the study indicate that person-organization fit has a significant effect on innovative work behavior (supervisor-rated), person-organization fit has a significant effect on psychological empowerment, psychological empowerment has a significant effect on innovative work behavior (supervisor-rated), and person-organization fit has a significant effect on employee’s innovative work behavior (supervisor-rated) with psychological empowerment as mediator. This study showed that the direct effect of person-organization fit on innovative work behavior (supervisor-rated) is greater than its indirect effect. While assessed through self-rated, person-organization fit has no significant effect on the innovative work behavior. Assessment by supervisor-rated is considered more objective than self-rated.