<![CDATA[Digital transformation and changing workplace demands require organizations to foster employee engagement and innovation to maintain effective job performance. However, the behavioral mechanisms linking work engagement to job performance among Generation Z employees remain insufficiently understood, particularly in regional contexts. This study examined the relationships among work engagement, innovative work behavior, and job performance, focusing on the mediating role of innovative work behavior among Generation Z employees in East Java, Indonesia. A quantitative cross-sectional design was employed. Data were collected through an online questionnaire administered to 100 employees selected using purposive sampling. Eligible respondents were aged 18–27 years, held permanent or contract positions, and had at least six months of organizational tenure. Data were analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS, including measurement model evaluation and bootstrapping with 5,000 subsamples. The results indicated that work engagement was positively and significantly associated with innovative work behavior and job performance. Innovative work behavior was also positively and significantly associated with job performance and partially mediated the relationship between work engagement and job performance. These findings suggest that engaged employees demonstrate better job performance partly through the generation, promotion, and implementation of innovative ideas. The study concludes that organizations should strengthen work engagement and provide opportunities for innovation to enhance Generation Z employees’ job performance and support their ongoing professional development.]]>
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