In the unpredictable pandemic situation and the environment caused by the Fourth Industrial Revolution, innovation of individuals and organizations that can respond to changes is becoming a priority for going concern. The fact that South Korea topped the Global Innovation Index 2021 released by Bloomberg means that innovation has performed well within the Korean organization responding to changes. This study aims to verify the effect of transformational leadership on work engagement, innovative work behavior and the effect of moderated mediation of perceived organizational support in industries of service, economy, information and public sectors. In order to achieve purpose of this study, we established 5 hypothesis as follows. First of all, [Hypothesis 1] “transformational leadership will have a positive (+) effect on innovative work behavior.”, [Hypothesis 2] “transformational leadership will have a positive (+) effect on work engagement.” and [Hypothesis 3] “work engagement will have a positive (+) effect on innovative work behavior.” was supported. [Hypothesis 4] “work engagement will have a partial mediating effect between transformational leadership and innovative work behavior.” also was supported. This results are verifying that transformational leadership and work engagement have to be strengthened in order to improve innovative work behavior of organization members. Finally, it was found that there was the moderated mediation effect of perceived organizational support among transformational leadership, work engagement, and innovative work behavior [Hypothesis 5]. It means that the mediating effect of work engagement could be varied depending on the level of perceived organizational support. This is that in order to improve the performance of individuals and organizations in a rapidly changing environment, the necessity and importance of transformational leadership have been recognized, and work engagement should be strengthened so that transformational leadership could create innovative work behavior. In addition, it is noted that the perceived organizational support should enhance among transformational leadership, work engagement and innovative work behavior so that it can contribute to the achievement of organizational objectives.