Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior

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.

Understanding Employee Innovative Behavior and Thriving at Work: A Chinese Perspective

“…These variables may involve leadership, subordinates, and management support for innovation. Considerable evidence suggests that it is crucial to identify the social conditions and organizational strategies that influence individual behaviors (Madrid et al 2014;Shanker et al 2017). Therefore, drawing on the study by Walumbwa et al (2018), we expected that organizational support for innovation would play a critical role between employees' experience of thriving at work and the display of innovative behavior.…”

Features of Innovative Personnel Management of Service Companies in the Period of Implementation of Organizational Changes

“…Thus, when developing a management strategy for the management of service enterprises, the need to implement systemic changes affecting organizational, resource and personnel subsystems becomes important [3]. In the process of adaptation of service enterprises to new market relations, innovative management strategies, a certain type of organizational behavior are formed, which are characterized by a dynamic balance between the processes taking place in the environment and the system [4]. These processes reflect the ability of the management system to timely rebuild, flexibly and adequately respond to the dynamics of changing environmental conditions through innovative managerial influences [5,6].…”

The influence of knowledge sharing behavior and transactive memory systems on innovative work behavior: A conceptual model

“…Basic innovations are usually accomplished by individuals, whilst the completion of more complicated innovations often needs teamwork relies upon a diversity of knowledge, ability, and work roles [16,19]. With the belief that individual IWB have positively effects on work outcomes, several researchers have dedicated increasing attention to factors that potentially foster IWB such as KS, organizational climate and IWB [37], KS and IWB [28], KS determinants, behaviors, and IWB [2], and organizational climate for innovation and organizational performance and IWB [34]. However, the relationship between KSB and IWB is still largely unexamined, especially in nonWestern countries [34] in higher education institutions.…”