Pola pikir berkembang dan perilaku kerja inovatif: Menguji peranan kepemimpinan berbasis kekuatan dan iklim inovasi

The government continues to promote public sector transformation to achieve maximum impact. Civil servants, as policy implementers, need to be adaptive and innovative in line with the core values of Ber-AKHLAK. The unique characteristics of the public sector highlight the urgency of examining innovative work behavior. This study aims to investigate the effect of growth mindset on innovative work behavior, with the simultaneous moderation of strength-based leadership and innovation climate, using Self-Determination Theory (SDT). A cross-sectional self-report survey was conducted using the Innovative Work Behavior Scale (α = 0.97), the Growth Mindset Scale (α = 0.90), the Strengths-Based Leadership Scale (α = 0.95), and the Innovation Climate Scale (α = 0.91). The study involved 179 civil servants from Agency X who play a vital role in managing employees. Data were analyzed using PROCESS Macro Model 2 in SPSS. The results indicate that growth mindset has a direct, positive, and significant effect on innovative work behavior. However, strength-based leadership and innovation climate do not simultaneously moderate this relationship. From an SDT perspective, growth mindset directly motivates civil servants’ innovative work behavior by fulfilling their basic psychological needs for autonomy, competence, and relatedness. Therefore, government organizations should focus on fostering a growth mindset among civil servants rather than emphasizing the dissemination of strength-based leadership practices and innovation climate.