The Influence of Transformational Leadership, Psychological Capital and Person Organizational Fit on Innovative Work Behavior of Employees and Employee Well-Being as Mediator

The success of a company in achieving its business goals is largely determined by employee productivity, which reflects the effectiveness and efficiency of individuals in carrying out their responsibilities. High employee productivity not only contributes to overall organizational performance but also enhances employee welfare. Various factors such as leadership style, psychological strength, and the alignment between employees and the organization play a crucial role in shaping innovative work behaviour within the workplace. This research aims to analyze the influence of transformational leadership, psychological capital, and person–organization fit on employees’ innovative work behaviour, with employee well-being acting as a mediating variable. The study employed a quantitative descriptive approach, using a sample of 115 employees from a total population of 161. Data were collected using questionnaires and analyzed through validity testing, reliability testing, path analysis, and mediation testing using the Sobel method with the help of SPSS version 22. The results indicate that transformational leadership, psychological capital, and person–organization fit have significant positive effects on employees’ innovative work behaviour. Furthermore, employee well-being was found to play a mediating role in strengthening these relationships. The findings suggest that both psychological and organizational factors are essential in fostering innovation, improving performance.