Organizational innovative climate and employee innovative behavior

2021 ◽  
Vol 2021 (1) ◽  
pp. 11287
Author(s):  
Tae-Yeol Kim ◽  
Xing Wang ◽  
Sebastian C. Schuh ◽  
Zhiqiang Liu
Keyword(s):  
Innovative Behavior ◽  
Innovative Climate

scholarly journals Relationship between Extraversion and Employees’ Innovative Behavior and Moderating Effect of Organizational Innovative Climate

2020 ◽  
Author(s):  
AISDL
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Moderating Effect ◽  
Innovative Behavior ◽  
Five Dimensions ◽  
Innovative Climate ◽  
Research Findings ◽  
Resource Support ◽  
The Relationship ◽  
Positive Effect

This paper aims to clarify the relationship between extraversion and employees’ innovative and disclose the moderating effect of organizational innovative climate on that relationship. To this end, 300 employees were selected from various enterprises in three Chinese cities, and subjected to a questionnaire survey based on the five factor model (FFM) and 5-point Likert scale. Through statistical regressions, the author explored the effects of extraversion and organizational innovative climate have on employees’ innovative behavior. Then, the organizational innovative climate was divided into five dimensions, and the feature activation theory was implemented to reveal the moderating effect of each dimension on relationship between extraversion and employees’ innovation. Through the above analysis, it is concluded that extraversion has a positive effect on employees’ innovative behavior; the five dimensions of organizational innovative climate all exert a positive effect on employees’ innovative behavior; the resource support in organizational innovative climate has a moderating effect on the relationship between extraversion and employees’ innovation. The research findings shed new light on the improvement of organizational innovative and the construction of an innovative country.

When Are Individuals Innovative?

2018 ◽  
Vol 17 (1) ◽  
pp. 1-11 ◽  
Author(s):  
Ho Hwan Park ◽  
Youjia Zhou ◽  
Myungweon Choi
Keyword(s):  
Openness To Experience ◽  
Innovative Behavior ◽  
Job Complexity ◽  
Research And Practice ◽  
Innovative Climate ◽  
Activation Theory ◽  
Trait Activation ◽  
The Individual ◽  
The Relationship ◽  
Do So

Abstract. This study aims to explain: (a) what types of individuals are likely to exhibit innovative behavior and (b) when they are more likely to do so. For this purpose, the study uses trait activation theory ( Tett & Burnett, 2003 ; Tett & Guterman, 2000 ) as a theoretical framework and simultaneously examines the characteristics of the individual performing the job (openness to experience), the context within which the job is performed (innovative climate), and the nature of the job (job complexity). An analysis of survey data collected in China suggests that innovative climate and job complexity have a joint moderating effect on the relationship between openness to experience and innovative behavior. Based on the results, implications for research and practice are discussed.

scholarly journals Innovative Climate, a Determinant of Competitiveness and Business Performance in Chinese Law Firms: The Role of Firm Size and Age

2020 ◽  
Vol 12 (12) ◽  
pp. 4948
Author(s):  
Sughra Bibi ◽  
Asif Khan ◽  
Hongdao Qian ◽  
Achille Claudio Garavelli ◽  
Angelo Natalicchio ◽  
...  
Keyword(s):  
Organizational Learning ◽  
Firm Size ◽  
Business Performance ◽  
Positive Influence ◽  
Equation Modeling ◽  
Law Firms ◽  
Innovative Behavior ◽  
Chinese Law ◽  
Innovative Climate ◽  
Significant Positive Influence

In the past few decades, a firm’s innovative climate has received much attention in the context of innovative behavior, competitiveness, and business performance. The existing literature has relied to a great extent on innovative climate as an interacting factor and overlooked its role as an antecedent of various organizational phenomena. Furthermore, the interaction effects of the firm’s size and age on the relationships between innovative climate and other organizational variables have gone unnoticed. This study adds to the literature by empirically assessing the effects of the firm’s innovative climate on organizational learning and employees’ innovative behavior as well as its consequences on the firm’s competitiveness and business performance. Additionally, it addresses the interaction impacts of firm size and age on the relationships between the abovementioned variables. This research achieves its goal by developing an integrative research design that analyzes complex relations using covariance-based structural equation modeling (SEM) and regression techniques on a dataset of 408 Chinese law firms. The results indicate that the firm’s innovative climate has a significant positive relationship with organizational learning and employees’ innovative behavior. It is also found that organizational learning has a significant positive influence on employees’ innovative behavior. Meanwhile, organizational learning and employees’ innovative behavior have a significant positive influence on firm competitiveness and business performance. Another important finding is that contextual factors, i.e., firm size and age, strengthen these relations. Theoretical and managerial implications, including links to firm size and age, are provided.

Innovative Behavior Therapy Techniques

1982 ◽  
Vol 27 (3) ◽  
pp. 213-214
Author(s):  
Linda R. Hay
Keyword(s):  
Behavior Therapy ◽  
Innovative Behavior
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