Purpose: This research aims to investigate the determinants of employee innovative behavior in Thai real estate companies. The conceptual framework is presented on how symbolic incentive meaning, psychological empowerment, work engagement, transformational leadership, management support, and coworker support affect innovative behavior. Design/Methodology/Approach: The sample (n = 437) was collected from online and offline questionnaires using multi-stage sampling, including purposive sampling, stratified random sampling, and convenience sampling. The study applied the Structural Equation Model (SEM) and Confirmatory Factor Analysis (CFA) to analyze the data to confirm the model's goodness-of-fit and hypothesis. Findings: The results indicated that symbolic incentive meaning, psychological empowerment, work engagement, transformational leadership, management support, and coworker support have a significant impact on innovative behavior. The researcher also found that symbolic incentive meaning significantly impacted psychological empowerment and work engagement as a mediator of innovative behavior. Practical Implications: Coworkers' support determines employee innovative behavior, transformational leadership, work engagement, management support, psychological empowerment, and symbolic incentive meaning. Hence, management and human resource managers are recommended to elevate these instruments to enhance innovative behavior at work. Originality/Value: This study identifies the value and degree of determinants of employee innovative behavior in real estate companies in Thailand.

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