دانلود رایگان مقاله محیط زیست سازمانی برای نوآوری و عملکرد سازمانی: اثر متقابل رفتار نوآورانه کار

Abstract

Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored innovative work behavior of managers. Specifically, limited attention has been paid to explaining how organizations perceive the importance of stimulating innovative work environments. Drawing from organizational climate theory, this study investigates the mediating effects of innovative work behavior on the relationship between organizational climate for innovation and organizational performance. Our findings from a survey of 202 managers working in Malaysian companies demonstrate that innovative work behavior plays a mediating role in the relationship between organizational climate for innovation and organizational performance. Implications of these findings and avenues for future research are discussed.

5. Discussion

The study examined the influence of ‘organizational climate for innovation’ on organizational performance mediated by ‘innovative work behavior’. We tested a model delineating the relationship between OCI and OP mediated by IWB which yielded a number of worthwhile results. The findings confirm that the relationship between OCI and OP was significant. The results have revealed that OCI had a significant and positive impact on IWB. This shows that the existence of an innovative culture plays a contributing role in enhancing the IWB. Our findings support previous studies that have linked innovative behavior (e.g., Kissi et al., 2012; Krause, 2007). Krause (2007) maintains that employees are more likely to engage in IWB when granted freedom and autonomy because it fosters the perception that they are able to improve and control their work circumstances. Similarly, there is evidence that important relationships exist between individual innovation and organizational climate dimensions related to autonomy, freedom, feedback and challenging work (Amabile and Gryskiewicz, 1989; Jaskyte and Audrone, 2006; Oldham and Cummings, 1996). Prior studies reported little research relating to the influence of demographics factors on innovative work behaviour and organisational climate for innovation. However, these variables were examined separately.The findings of this study indicated that years in service and age influence climate for innovation and innovative behaviour of the managers.