The pathways to innovative work behavior and job performance: Exploring the role of public service motivation, transformational leadership, and person-organization fit in Vietnam's public sector

Abstract

This study investigates the linkages among public service motivation, transformational leadership, person-organization fit, innovative work behavior, organizational commitment, and job performance in Vietnam's public sector, drawing on the literature on psychological empowerment and social exchange theory. Analyzing data from 464 individuals at public organizations, the study employs partial least squares–structural equation model (PLS-SEM) to reveal significant positive associations between public service motivation, transformational leadership, person-organization fit, and the impact of organizational commitment on job performance. The study highlights the pivotal role of person-organization fit as a mediator in the relation between public service motivation, transformational leadership, and innovative work behavior. Additionally, innovative work behavior, organizational commitment, and psychological empowerment act as mediators in the impact of transformational leadership on job performance. This study contributes new insights to the literature by explaining the importance of psychological empowerment in cultivating innovative work behavior. Moreover, it offers practical implications on enhancing job performance, public service motivation, person-organization fit, transformational leadership, and organizational commitment, in order to help foster a culture of innovation in Vietnam's public sector.