The Influence of Human-Centered AI, Digital Leadership, and AI Readiness on Employee Innovative Behavior through Digital Belongingness among Generation Z Em-ployees in Indonesia

Aim/Purpose –This study aims to analyze the influence of Human-Centered Artificial Intelligence (AI), Digital Leadership, and AI Readiness on Employee Innovative Behavior with Digital Belongingness as a mediating variable in Generation Z employees in Indonesia. This study was conducted to explain the psychological mechanisms that link AI-based organizational capabilities with employee innovative behavior. Design/methodology/approach – This study used a quantitative approach with a cross-sectional design. Data were collected through an online survey of 203 Generation Z employees in Indonesia who have used Artificial Intelligence (AI) in their work activities. Data analysis was performed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the help of SmartPLS 4 software. Findings – The results of the study indicate that Human-Centered AI, Digital Leadership, and AI Readiness have a positive and significant effect on Digital Belongingness and Employee Innovative Behavior. Furthermore, Digital Belongingness is proven to have a positive effect on Employee Innovative Behavior and partially mediates the relationship between Human-Centered AI, Digital Leadership, and AI Readiness with Employee Innovative Behavior. These findings indicate that a sense of belonging to a digital work environment strengthens the influence of AI-based organizational capabilities in increasing employee innovative behavior. Research implications/limitations – This research implies that organizations need to integrate Human-Centered AI, strengthen digital leadership, and enhance employee AI readiness to create an inclusive and innovative digital workplace. However, this research is limited by its cross-sectional design and respondents who were only Generation Z employees in Indonesia. Originality/value/contribution – This research contributes by integrating Human-Centered AI Theory, Self-Determination Theory, and Dynamic Capabilities Theory into a single empirical model. Furthermore, this research introduces Digital Belongingness as a mediating mechanism that explains how AI-based organizational capabilities translate into Employee Innovative Behavior in a developing country context.