The Role of Employee Adaptability as Mediating Variable in Job Crafting and Innovative Employee Performance Linkage

Abstract

Innovation is a critical concern in both academic research and organizational practice, as it supports long-term employee well-being, engagement, and productivity, which are essential for sustained organizational success. Sustainable employees contribute consistently while experiencing lower levels of burnout and demonstrating greater adaptability to workplace changes. Given this importance, examining employee sustainability in relation to innovative employee performance, job creation, and employee adaptability is essential. Innovative employee performance plays a key role in employee retention by enhancing job satisfaction and work motivation. Through proactive job crafting where employees actively modify their tasks and work interactions employees can create more meaningful and fulfilling work experiences, reduce emotional exhaustion, and strengthen long-term organizational commitment. This study employs a quantitative approach using a cross-sectional survey design. Purposive sampling was applied, targeting employees working in organizations that implement remote or flexible work arrangements. Data were analyzed using Structural Equation Modeling (SEM). The findings indicate that job crafting has a positive effect on innovative employee performance, and employee adaptability mediates the relationship between job crafting and innovative employee performance.