This study examines the impact of procedural justice, job autonomy, and rewards on innovative work behavior among employees in the global manufacturing industry, with a particular focus on Nippon Electric Glass (M) Sdn. Bhd. A structured questionnaire was distributed to 230 employees, and the collected data were analyzed using SPSS for descriptive statistics, correlation, and multiple regression analyses. The findings reveal that procedural justice, job autonomy, and rewards all significantly and positively impact innovative work behavior, with procedural justice emerging as the most influential factor. This suggests that fair and transparent organizational procedures, employee empowerment through autonomy, and effective reward systems are critical drivers of innovation in industrial settings. The study integrates Procedural Justice Theory, Self-Determination Theory, and the Job Demands-Resources Model to provide a comprehensive theoretical framework. Practically, the results offer valuable insights for human resource and operational managers aiming to foster innovation-driven environments. The study also discusses its limitations and proposes directions for future research, emphasizing the need to explore additional mediating variables such as work engagement and organizational learning, which have been shown in prior studies to further enhance innovative behavior. Overall, this research contributes both theoretically and practically to understanding how organizational justice and motivational factors stimulate innovation in the manufacturing industry.