With the rapid development of Information and Communication Technology (ICT), digital technology changes how banks translate new customer demands into new products and services. To achieve this translation, banks should increase their intrapreneurship capability through Individual-level Innovative Behavior (IIB). However, research on how to manage and promote manager's IIB in the workplace is still at the nascent stage. Therefore, this study investigates an under-researched topic: how Perceived Organizational Innovativeness (POI) affects manager's IIB through self-leadership strategies, and whether perceived organizational risk-taking and the gender of the respondents facilitate or impede the process. The study surveys 340 managers in the Turkish banking sector and analyses the results through SEM. The findings indicate that POI, self-leadership, and strategies of self-leadership are positively related to manager's IIB. Further, the results show that self-leadership fully mediates the relationship between POI and manager's IIB and that the perceived organizational risk-taking and gender of the respondents moderate the mediating effect of self-leadership on the relationship between POI and manager's IIB. Overall, the contribution of the research is not only to gain a more holistic understanding of manager's IIB antecedents but also to provide managers or practitioners with guidance on designing organizational environments that encourage innovation in the technology-driven sector.

随着信息和通信技术（ICT）的飞速发展，数字技术改变了银行将新客户需求转化为新产品和服务的方式。为了实现这种转换，银行应通过个人创新行为（IIB）来提高企业内创业能力。但是，关于如何在工作场所管理和促进经理的IIB的研究仍处于起步阶段。因此，本研究调查了一个未充分研究的主题：知觉的组织创新（POI）如何通过自我领导策略影响经理的IIB，以及知觉的组织冒险精神和受访者的性别是否促进或阻碍了这一过程。该研究调查了土耳其银行业的340位管理人员，并通过SEM分析了结果。调查结果表明POI，自我领导和自我领导策略与经理的IIB正相关。此外，结果表明，自我领导力可以充分调节POI与经理IIB之间的关系，而受访者的组织风险承担感和性别可以缓解自我领导对POI与经理IIB之间关系的调节作用。总体而言，该研究的贡献不仅是要获得对经理IIB前因的更全面的理解，而且还可以为经理或从业人员提供指导，以设计鼓励技术驱动型行业创新的组织环境。结果表明，自我领导充分调解了POI与经理IIB之间的关系，而受访者的组织风险承担和性别意识减弱了自我领导对POI与经理IIB之间关系的中介作用。总体而言，这项研究的贡献不仅是要获得对经理人IIB前因的更全面的理解，而且还为经理人或从业人员提供有关设计组织环境的指导，以鼓励技术驱动型行业的创新。结果表明，自我领导充分调解了POI与经理IIB之间的关系，而受访者的组织风险承担感和性别也减轻了自我领导对POI与经理IIB之间关系的中介作用。总体而言，该研究的贡献不仅是要获得对经理IIB前因的更全面的理解，而且还可以为经理或从业人员提供指导，以设计鼓励技术驱动型行业创新的组织环境。