<![CDATA[Innovative work behavior (IWB) among retail employees in Pontianak remains limited, despite its importance for firms competing through innovation. This study examines the effects of job autonomy and work-life balance on IWB, directly and through work engagement as mediator. A quantitative, causal-explanatory design was applied to 115 retail employees in Pontianak, selected through simple random sampling and analyzed using PLS-SEM in WarpPLS 8.0. Job autonomy (β = 0.266, p = 0.001) and work-life balance (β = 0.490, p < 0.001) both significantly strengthen work engagement, which strongly predicts IWB (β = 0.490, p < 0.001). Job autonomy also directly influences IWB (β = 0.316, p < 0.001), whereas work-life balance shows no significant direct effect (β = 0.112, p = 0.110). Work engagement significantly mediates both the job autonomy-IWB relationship (β = 0.130, p = 0.022) and the work-life balance-IWB relationship (β = 0.240, p < 0.001), and the full model explains 68.3% of IWB’s variance. Following Zhao, Lynch, and Chen’s (2010) typology, work engagement is a complementary (partial) mediator for job autonomy but the sole (indirect-only) pathway for work-life balance — indicating that work-life balance fosters innovation only once it has first built engagement.]]>
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