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Innovative work behavior is a significant factor for business success, including in the creative industry. This paper aims to explore the effect of self-efficacy on the innovative work behavior of employees in the creative industry sector. This study uses a quantitative research approach. It was conducted on small and medium enterprises in the creative industry sector in Labuhanbatu and South Labuhanbatu regencies, Indonesia. The participants in this study were employees and managers in the creative industry. The sampling technique is non-probability sampling. A total of 250 questionnaires were distributed, and 216 questionnaires were returned. Therefore, the samples in this study were 216 respondents. After the data were collected, they were processed by the Structural Equation Modeling (SEM) method, which uses a multidimensional approach to testing the hypothesis. The results revealed that innovative work behavior was influenced by self-efficacy. Based on the results of the multidimensional analysis, it was shown that the most influential dimension in measuring innovative work behavior was the idea champion. In addition, the strength dimension dominantly influenced self-efficacy as the most influential dimension. The originality/value of this paper is that the analysis using multidimensional analysis shows that self-efficacy can predict innovative work behavior. The SMEs in the creative industry are suggested to give support to enhance their capability to improve employee self-efficacy and innovative work behavior.

Employees with organizational citizenship behavior are characterized by the attitude of people who show employees’ willingness to exceed the minimum targets set by the organization. Thus, employees will work voluntarily even outside their duties and responsibilities. This study aims to investigate the interactions between reward systems and organizational citizenship behavior, considering work satisfaction as a mediating factor. This paper employs a quantitative methodology. Thirty-eight agricultural extension employees from the Agricultural Office in Labuhanbatu Regency, Indonesia, served as the samples. SEM (SmartPLS) approach was utilized to analyze the data. The findings discovered that the reward system has a favorable and considerable impact on job satisfaction. The results also boosted that the increase in employee job satisfaction has a positive and significant effect on increasing organizational citizenship behavior. The relationship between the reward system and organizational citizenship behavior is positive but insignificant. Moreover, the study also demonstrates that job satisfaction significantly and favorably mediates the impact of the reward system on organizational citizenship behavior. Therefore, a reward policy must be implemented to satisfy employees because job satisfaction is crucial in increasing organizational citizenship behavior.