How innovative climate leads to project success: the moderating role of gender and work culture

Abstract

Purpose In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study. Design/methodology/approach Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses. Findings The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results. Research limitations/implications The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development. Originality/value Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

How does leader's knowledge hiding kill innovative work behavior

“…Eventually, knowledge-hiding behaviour that triggers down to employees results in poor IWB, which can adversely affect project success because practitioners emphasise on the importance of IWB among individual employees in determining organisational success (De Jong and Den Hartog, 2008). Another study evidenced that individual-level IWB can affect the chances of project success (Sarwar et al ., 2020). Hence, this study proposes that IWB acts as a mediator between knowledge-hiding behaviour and project success.…”

Organizational Climate in Relation to Head Nurses' Innovative Work Behaviors: Mediating Role of Organizational Innovativeness

“…From researchers' view point, this may be due to increasing positive feelings among head nurses provided by good work climate and their feeling of compassion, reassurance, confidence, which motivates them to not only do their best but to innovate in their routine performance. This result was supported by Bos-Nehles and Veenendaal (11) they had stated that when the organization climate providing value, rewarding innovative ideas, and the work environment is focused on generating and championing new ideas, they will recreate with innovative behaviors.…”

“…The current study depended on previous literature which includes various studies proved the relation between organizational climate and innovative work behaviors such as; (11,12,13) . Regarding the relation between organizational climate, innovation and innovative work behaviors, number of studies handled this aspect and assured the relations among them such as; (14,15,16) .…”

“…Additionally, Lukes and Stephan (35) In the same aspect, this result was supported by Übius et al, (15) they stated that the organization which has a strong innovative climate is likely to produce novel ideas, and expect individual innovation. In addition, Sarwar et al, (11) they indicated through their study that innovative organizational climate plays an important role in affecting personnel's innovative work behaviors. Moreover, Yeoh and Mahmood (14) , Contreras et al, (16) And Önhon (36)…”

Effect of Transformational Leadership on Employees’ Innovativeness and Job Satisfaction in Pakistani Private Sector

“…It has been proposed that inventiveness be treated as an independent variable (Vandavasi, Yepuru, Uen & McConville, 2020). Furthermore, it has been suggested that transformational leaders' subdimensions receive more attention because different antecedents may correlate with different aspects of leadership behaviours (Sarwar, Zahid, Imran & Anjum, 2020). There have been no studies on how the most creative and innovative people perceive them as having varying levels of importance (Vandavasi et al, 2020).…”