| Abstract [eng] |
In a rapidly changing and highly competitive business environment, employee innovative behavior has become a critical factor for organizational sustainability and success. As innovation is largely driven by human capital, there is a growing need to understand the psychological and motivational factors that encourage employees to engage in innovative activities. This Master’s thesis investigates the relationship between employee self-esteem and innovative behavior, emphasizing the mediating roles of work engagement and intrinsic motivation. The theoretical part of the thesis is based on a systematic analysis of scientific literature on self-esteem, innovative behavior, work engagement, and intrinsic motivation. The study draws on key theoretical frameworks, including Self-Determination Theory, the Job Demands–Resources model, and the Conservation of Resources theory, to develop a conceptual research model explaining how self-esteem influences innovative behavior directly and indirectly. The empirical part of the research employs a quantitative methodology using a structured questionnaire survey. Data were collected from 260 employees working in various organizations operating in Lithuania. Validated measurement scales were used to assess self-esteem, work engagement, intrinsic motivation, and innovative behavior. The collected data were analyzed using IBM SPSS Statistics software, applying descriptive statistics, reliability analysis, correlation analysis, regression analysis, and mediation analysis. The results of the study reveal that self-esteem has a significant positive impact on employees’ innovative behavior. Moreover, the findings confirm that work engagement and intrinsic motivation both mediate the relationship between self-esteem and innovative behavior. Employees with higher levels of self-esteem tend to be more engaged in their work and more intrinsically motivated, which in turn enhances their ability and willingness to generate, promote, and implement innovative ideas. The study contributes to the existing literature by providing an integrated examination of self-esteem, work engagement, intrinsic motivation, and innovative behavior within a single research model. From a practical perspective, the findings highlight the importance of fostering employee self-esteem, strengthening work engagement, and supporting intrinsic motivation as key drivers of innovative behavior in organizations. |
