The Influence of Organizational Climate and Workplace Spirituality on Employee Well-being & Performance Mediated by Innovative Behavior and Moderated by Government Support "A Study at the Secretariat of the Southeast Sulawesi Provincial DPRD"

This research is quantitative and uses an explanatory research design. The population was all 151 employees at the Southeast Sulawesi Provincial DPRD Secretariat. Data collection used a questionnaire distributed directly to respondents. Data analysis used Structural Equation Modeling Partial Least Squares (SEM-PLS) and processed using SmartPLS 4. The results showed that organizational climate significantly influenced innovative behavior (β = 0.091; t = 6.492; p = 0.000) and employee well-being (β = 0.856; t = 9.310; p = 0.000), but not significantly on employee performance (β = -0.086; t = 1.411; p = 0.093). Workplace spirituality significantly influences innovative behavior (β = 0.842; t = 15.579; p = 0.000) and employee performance (β = 0.254; t = 10.598; p = 0.000), but not significantly on well-being (β = -0.491; t = 1.215; p = 0.213). Innovative behavior significantly influences performance (β = 0.021; t = 21.119; p = 0.000) and employee well-being (β = 0.549; t = 8.569; p = 0.000). In the mediation pathway, innovative behavior significantly mediated the effect of spirituality on well-being (β = 0.143; t = 3.911; p = 0.000) and organizational climate on well-being (β = 0.462; t = 3.915; p = 0.000), but did not significantly mediate the effects of spirituality on performance (β = 0.002; t = 0.095; p = 0.924) or organizational climate on performance (β = 0.018; t = 0.667; p = 0.505). Meanwhile, government support was not significant as a moderating variable in the relationship between organizational climate and innovative behavior (β = -0.020; t = 1.179; p = 0.739), thus categorizing it as a homologizer.