DOI: 10.5176/2251-2349_HRMPD14.12
Authors: Roy Shanker, Ramudu Bhanugopan
Abstract: An important way to encourage innovative work behavior may be by creating an organizational climate conducive for innovation. However, there is no empirical evidence to show that organizational climate for innovation has a positive impact on innovative behavior of individuals. There is an obvious gap in this body of knowledge where a better understanding of the relationship between these two constructs is needed. A survey involving 202 managers working in Malaysian Government-lined Companies (GLCs) was carried out. Results of this study revealed that two specific climate for innovation dimensions (debate and idea support) had a significant and positive impact on the innovative work behavior of managers in Malaysian GLCs. This denotes that an innovative climate plays a contributing role in enhancing the innovative work behavior of individuals in an organization. Suggestions for practitioners are provided on how to close the gaps in knowledge and for developing structure and systems that promote a conducive climate and work behavior. Future research will likely focus on how climate may influence innovative work behavior through individual level mediators such as employee engagement or intrinsic motivation.
Keywords: climate; innovation; innovative work behavior
Updating...