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The dynamic development of digitalization today increases the important role of digital leadership as a key factor to optimize employee performance. Research specifically through the development of creativity and innovative behavior in the workplace. This study aims to examine the indirect effect of digital leadership on performance through creativity and innovative work behavior of employees. The research was conducted at PT Semen Indonesia (Persero) Tbk. The research approach used is quantitative with survey research design where data is collected through questionnaires. The sampling technique used purposive sampling. This study involved 74 respondents who were analyzed using Smart PLS 4.0. The research findings explain that digital leadership does not directly affect the performance of PT Semen Indonesia (Persero) Tbk employees, but has an indirect influence through innovative work behavior. Meanwhile, creativity is not proven to mediate the effect of digital leadership on employee performance. Digital leadership is able to increase employee creativity, but employee creativity is not able to improve the performance of PT Semen Indonesia (Persero) Tbk employees. The research findings underscore the important role of digital leadership to drive employee performance. The results also imply that management can apply digital leadership as a strategy to increase creativity and innovative behavior in the workplace where innovative work behavior drives employee performance.

Trust to leading, psychological empowerment, and knowledge sharing can give rise to innovative work behavior of workers, especially workers in Batik Tulis MSMEs. Research Objectives: Trust to leading (1) To test the influence of Trust to leading on knowledge sharing in Batik Tulis MSME workers, (2) to test the influence of Psychological empowerment on knowledge sharing in Batik Tulis MSME workers, (3) the influence of Trust to leading on innovative work behavior in Batik Tulis MSME workers, (4) to test the influence of Psychological empowerment on innovative work behavior in Batik Tulis MSME workers,  (5) to examine the influence of knowledge sharing on innovative work behavior in Batik Tulis MSME Workers, (6) to examine the influence of Trust to leading on innovative work behavior through knowledge sharing in Batik Tulis MSME workers, (7) to examine the influence of Psychological empowerment on innovative work behavior through knowledge sharing in Batik Tulis MSME workers. The research is quantitative research with a sample of 75 workers in Batik Tulis MSMEs. The results showed that (1) there is a direct and significant influence  of Trust to leading on knowledge sharing in Batik Tulis MSME workers, (2) there is a direct and significant influence  of Psychological empowerment on knowledge sharing in Batik Tulis MSME workers, (3) there is a direct and significant influence of Trust to leading on innovative work behavior in Batik Tulis MSME workers, (4) there is a direct and significant influence of Psychological empowerment on innovative work behavior in Batik Tulis MSME workers, (5) there is a direct and significant influence of knowledge sharing on innovative work behavior in Batik Tulis MSME Workers, (6) there is an indirect influence of Trust to leading on innovative work behavior through knowledge sharing in Batik Tulis MSME workers, (7) there is an indirect influence  of psychological empowerment on innovative work behavior through knowledge sharing in Batik Tulis MSME workers.    

This research examines employees of Perum Jasa Tirta I Semarang. This research aims to determine the influence of cyberloafing and leader member exchange on innovative work behavior through employee performance. The research method in this research is a quantitative research method. The population in this study was all employees with a total of 10 employees who worked at Perum Jasa Tirta I Semarang, while the sample in this study was 180 respondents. Determining the sample size used a non-probability sampling technique because the population was relatively small, so the technique taken was saturated sampling (census). Data analysis in this research used the SmartPLS version 3 program. The data analysis technique used was the Structural Equation Modeling (SEM) equation model. The results of the analysis and discussion show that the perceived quality variable influences Cyberloafing, influences Innovative Work Behavior, Leader Member Exchange influences Innovative Work Behavior, Cyberloafing influences Employee Performance, Leader Member Exchange influences Employee Performance, Employee Performance influences Innovative Work Behavior, Cyberloafing influences on Innovative Work Behavior is partially mediated by Employee Performance, and Leader Member Exchange influences Innovative Work Behavior of Perum Jasa Tirta I Semarang employees which is partially mediated by Employee Performance.

DAZ Woven Sarong UKM in Gresik is a company which operates in the textile sector in the form of sarong clothing produced using traditional looms which to this day still maintains the quality and cultivates traditional crafts in the form of woven sarongs. The aim of this research is to determine the influence of Green Human Resource Management and Organizational Identification to improve Green Innovative Work Behavior of DAZ Sarong Tenun UKM employees in Gresik. The population of this study is 46 employees of DAZ Woven Sarong UKM in the production department. Sampling in this research the author used a saturated sample where all members of the population were used as research samples. This research is quantitative research to determine the relationship between the independent variable and the dependent variable. The results of this research show that the Green Human Resource Management variable has a significant influence on Organizational Identification, the Green Human Resource Management variable has a significant influence on Green Innovative Work Behavior and the Organizational Identification variable has a significant influence on Green Innovative Work Behavior. And the mediating variable Z can be said to be successful in mediating and being significant between variables X and Y. Based on the results of the t test on the variable , Based on the results of the t test on the variable Based on the results of the t test on the Z-Y variable, it was obtained that the t count was 11.150 which was greater than the t table of 2.016 with a significant value of 0.000 < 0.05, so H0 was rejected and H1 was accepted, which means that the Organizational Identification variable had a positive and significant influence on the Green Innovative Work Behavior variable.