Abdulaziz Alabood

This study investigates the impact of workplace agility, intrinsic motivation, and role congruence on innovative work behavior in private and public organizations. This empirical study used a quantitative research method and collected data from 358 employees in Saudi Arabian organizations. The data were gathered through a questionnaire distributed to the sample via social media groups. For this purpose, four standardized and validated questionnaires were used to measure the variables of interest. Since all the fit indices have robust fit, the proposed model qualifies for conducting Structural Equation Modeling (SEM). The results revealed a significant positive relationship, at a remarkable 0.01 level, between all the examined variables and innovative work behavior. This suggests that workplace agility, intrinsic motivation, and role congruence are positively associated with employees’ tendency to engage in innovative work behavior. Moreover, the study’s findings supported the hypotheses formulated for the research. All t-values exceeded 1.96, indicating statistical significance for all proposed variables. Theoretically, the study contributes to enhancing the current dynamic knowledge of the variables that influence the work environment. Practically, this study offers guidance to employees on innovative work behavior.

Acknowledgment
This research is funded by Prince Sattam Bin Abdulaziz University under project numbered PSAU/2023/1444.

Type of the article: Research Article

Abstract
Creativity and innovation are essential drivers of organizational success and societal progress, as they generate new ideas and solutions. Despite extensive interest, their key determinants remain underexplored and theoretically fragmented. To address this gap, this study aims to examine the factors influencing creativity and innovative work behavior. A quantitative methodology was employed to investigate the hypothesized relationships between the variables. We used an online survey to collect data from 358 gainfully employed respondents in Saudi Arabia, with the majority of participants residing in Riyadh city. Structural equation modeling was used to evaluate the simultaneous effects of workplace agility, intrinsic motivation, organizational identification, role congruence, and organizational solidarity on employee creativity and innovative work behavior. The t-values for the developed hypotheses are 6.78, 0.43, 6.34, 6.07, 6.43, 5.91, 0.13, 6.43, and 6.61, respectively. The results show that most t-values exceed the stipulated value of 1.96. Thus, significant and positive relationships were identified between workplace agility and intrinsic motivation, organizational identification, and organizational solidarity. In contrast, no significant relationship was observed between workplace agility and role congruence. Additionally, intrinsic motivation, organizational identification, and organizational solidarity were found to positively influence creativity, which in turn enhances innovative work behavior. Thus, an agile workforce would demonstrate affiliation and solidarity with their organization, be intrinsically motivated, and exhibit creativity.

Acknowledgment
This study is funded by Prince Sattam Bin Abdulaziz University under project number PSAU/2025/02/32304.