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Problem Statement: Creativity and innovation are factors that can determine organization performance, especially in the creative industry. Employee time pressures due to high workloads is a problem that is common in the creative industry. Based on previous studies, work autonomy has known to have effects on creativity. Nowadays, plenty of company provides autonomy as a way for employees to work optimally by providing freedom in controlling their time and way of working. Purpose: This article studies the effect of work autonomy on innovative work behavior on employees working in the creative industries, especially the application and game developer sectors in Indonesia. This article will explore: (1) the correlation between work autonomy on innovative work behavior (2) the role of work autonomy on innovative work behavior, and (3) the effect of flow as a mediator in the linkage of work autonomy to innovative work behavior. Approach: Researchers analyzed the correlation of work autonomy, flow, and innovative work behavior variables with a quantitative approach in a survey. The statistical analysis technique applied is multiple regression to see the direct and indirect effects between variables. Work autonomy survey is measured from aspects of work method autonomy, work schedule autonomy, and work criteria autonomy. Flow variable measurement tool uses WOLF that measures absorption, enjoyment, and intrinsic motivation while Innovative work behavior measures aspects of ideas generation and implementation. The measuring instruments used have been adapted and translated into Indonesian. The participants in this study were workers (n=150) in the application and game developer sectors of creative industry in Indonesia. SPSS was used to analyze the quantitative data including descriptive statistics, reliabilities, validities, and multiple regression. Findings: There is a significant correlation between each variable based on the statistical results. The results indicate that work autonomy and flow have a positive correlation with innovative work behavior statistically. In addition, flow is known to have a role as a mediator in the connection between work autonomy and innovative work behavior. Conclusion: Establishing a suitable job design can stimulate employees to show optimal performance and generate innovative work behavior. One job design which applied in companies widely today is by giving autonomy. The employees control and flexibility, in fact, contribute to their performance. This is because work autonomy can increase employee-s level of absorption, enjoyment, and motivation that affects innovative work behavior as manifestations of creativity.