Creative Self-Efficacy, Knowledge Sharing, and Innovative Work Behavior among Generation Z Employees in Bandung’s Animation Subsector

##plugins.themes.academic_pro.article.sidebar##

Published Oct 7, 2026
https://doi.org/10.52250/bmr.v13i2.1197
Download
PDF
Statistic
Vol. 13 No. 2 (2025): Banking & Management Review

##plugins.themes.academic_pro.article.main##

Adyatma Bagas Pradana
Department of Management, Faculty of Economics, Management, Business, and Accounting, Universitas Ekuitas Indonesia, Bandung, Indonesia
Puteri Andika Sari
Department of Management, Faculty of Economics, Management, Business, and Accounting, Universitas Ekuitas Indonesia, Bandung, Indonesia

Abstract

Introduction/Main Objectives: Developing the creative industry, particularly the animation subsector, requires employees who can generate, promote, and implement innovative ideas amid technological development and increasing market competition. This study examines the relationships between creative self-efficacy (CSE), knowledge sharing (KS), and innovative work behavior (IWB) among Generation Z employees in Bandung's animation subsector. Background Problems : While creative self-efficacy may encourage innovative behavior, the mechanism through which it contributes to IWB remains insufficiently explored, particularly among Generation Z employees in the animation subsector. Novelty: This study integrates CSE, KS, and IWB by examining KS as a mediating mechanism and extends Social Cognitive Theory to explain how creative self-efficacy contributes to innovative work behavior. Research Methods : This study used a quantitative approach, collecting data from 250 Generation Z employees at Bandung Animation Studios through purposive sampling and analyzing it using SEM-PLS in SmartPLS 4.0. Finding/Results : CSE positively and significantly affected KS (β = 0.596, p < 0.001) and IWB (β = 0.406, p < 0.001), while KS positively and significantly affected IWB (β = 0.507, p < 0.001). The indirect effect of CSE on IWB through KS was significant (β = 0.302, p < 0.001), indicating a complementary mediating mechanism. CSE explained 35.5% of the variance in KS, while CSE and KS jointly explained 66.7% of the variance in IWB. Conclusion : CSE contributes to IWB both directly and indirectly through KS. KS represents an important mechanism linking CSE to IWB. Organizations can support innovative behavior by strengthening employees’ creative confidence and facilitating knowledge exchange and collaboration.

##plugins.themes.academic_pro.article.details##

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Pradana, A. B., & Sari, P. A. (2026). Creative Self-Efficacy, Knowledge Sharing, and Innovative Work Behavior among Generation Z Employees in Bandung’s Animation Subsector. Banking & Management Review, 13(2), 260–281. https://doi.org/10.52250/bmr.v13i2.1197

References

  1. Afrin, S., Raihan, T., Uddin, A. I., & Uddin, M. A. (2022). Predicting Innovative Work Behavior in an Interactive Mechanism. Behavioral Sciences, 12(2), 1–14. https://doi.org/10.3390/bs12020029
  2. Asosiasi Industri Animasi Indonesia. (2026). Indonesia Animation Report 2026. Retrieved July 18, 2026, from https://ainaki.or.id/peluncuran-indonesia-animation-report-2026/
  3. Baakir, H., & Ellioua, H. (2025). Knowledge Sharing and Innovative Work Behavior : A Quantitative Study of Pharmaceutical Engineers in Morocco. The Electronic Journal of Knowledge Management, 23(2), 194–207. https://doi.org/10.34190/ejkm.23.2.4029
  4. Bandura, A. (1986). Social Foundations of Thought and Action : A Social Cognitive Theory. Prentice-Hall, Inc.
  5. Chen, W., Zhu, X., Sun, S., Liao, S., & Guo, Z. (2021). The Impact of Employees’ Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.761399
  6. Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). SAGE Publishing.
  7. Jan, G., Rohaida, S., Zainal, M., & Lata, L. (2021). Enhancing Innovative Work Behavior: The Role of Servant Leadership And Creative Self-Efficacy. Emerald Publishing Limited, 29(2), 33–51. https://doi.org/10.1108/OTH-12-2020-0044
  8. Janssen, O. (2000). Job Demands, Perceptions of Effort-Reward Fairness and Innovative Work Behavior. Journal of Occupational and Organizational Psychology, 287–302. https://doi.org/10.1348/096317900167038
  9. Kock, N., & Hadaya, P. (2018). Minimum Sample Size Estimation in PLS-SEM: The Inverse Square Root and Gamma-Exponential Methods. Information Systems Journal, 28(1), 227–261. https://doi.org/https://doi.org/10.1111/isj.12131
  10. Kusumastuti, Y. S., Atthahira, N. A., & Purba, M. P. (2025). The Impact of Training and Development on Innovative Work Behavior : Exploring the Mediating Role of Knowledge Sharing. Jurnal Ilmu Ekonomi Manajemen dan Akuntansi MH Thamrin, 6(1), 181–195. https://doi.org/10.37012/ileka.v6i1.2810
  11. Marampa, A. M., Pongtuluran, A. K., & Pariyanti, E. (2024). From Sharing to Success : Enhancing Innovative Work Behavior Through Psychological Empowerment and Kinship Employee Engagement. Industrial and Commercial Training, 57(1), 99–117. https://doi.org/10.1108/ICT-07-2024-0064
  12. Newman, A., Tse, H. H. M., Schwarz, G., & Nielsen, I. (2018). The Effects of Employees’ Creative Self-Efficacy on Innovative Behavior : The Role of Entrepreneurial Leadership. Journal of Business Research, 89, 1–9. https://doi.org/10.1016/j.jbusres.2018.04.001
  13. Scott, S. G., & Bruce, R. A. (1994). Determinants of Innovative Behavior : A Path Model of Individual Innovation in the Workplace. The Academy of Management Journal, 37(3), 580–607. https://doi.org/https://doi.org/10.2307/256701
  14. Sudibjo, N., & Prameswari, R. K. (2021). The Effects of Knowledge Sharing and Person–Organization Fit on the Relationship Between Transformational Leadership and Innovative Work Behavior. Heliyon, 7(6), 1–8. https://doi.org/10.1016/j.heliyon.2021.e07334
  15. Tierney, P., & Farmer, S. M. (2002). Creative Self-Efficacy : Its Potential Antecedents and Relationship to Creative Performance. The Academy of Management Journal, 45(6), 1137–1148. https://doi.org/10.2307/3069429.
  16. United Nations Conference on Trade and Development. (2024). Creative Economy Outlook 2024. Retrieved July 18, 2026, from https://unctad.org/publication/creative-economy-outlook-2024
  17. Van Den Hooff, B., & de Ridder, J. A. (2004). Knowledge Sharing in Context: The Influence of Organizational Commitment, Communication Climate and CMC Use on Knowledge Sharing. Journal of Knowledge Management, 8(6), 117–130. https://doi.org/10.1108/13673270410567675
  18. Wan, X., Ruixin, H., Zhang, G., & Zhou, J. (2022). Employee Engagement and Open Service Innovation : The Roles of Creative Self-Efficacy and Employee Innovative Behavior. Frontiers in Psychology, 1–13. https://doi.org/10.3389/fpsyg.2022.921687
  19. Wijayanti, A. W., Lusyana, D., Insani, S. F., Riani, A. L., & Wandary, W. (2024). Encouraging Innovative Work Behaviors for SDGs: The Impact of Entrepreneurial Leadership and Creative Self-Efficacy. Journal of Lifestyle & SDG’s Review, 4, 1–22. https://doi.org/10.47172/2965-730X.SDGsReview.v4.n04.pe02475.
  20. Wood, R., & Bandura, A. (1989). Social Cognitive Theory of Organizational Management. The Academy of Management Review, 14(3), 361–384. https://doi.org/10.2307/258173