A Study On The Relationship Of Organizational Climate,Perceived Supervisory And Civil Servants’ Innovation Intention

Enhancing the capability of independent innovation and building innovation-oriented country since is the core of our national strategy since the17th communist party meeting and the key to improving comprehensive national strength. Government agencies of the public service sector play an important role in technological innovation, product innovation, institutional innovation, and institutional innovation as a "coordinator". Policies constituting by public service department, processes of service, ideas and attitudes of services are directly related to the innovations of the service object:whether the innovative measures can be recognized, whether the innovative measures can be properly implement,whether the innovative environment can be protected. Being the dynamic elements of the government agencies, the civil servants’innovation intention plays a vital role to the innovation success of public service sector. Therefore, analyzing the impact factors of the Civil servants’innovation intention, supplying incentives according to the relevant factors from the point of human resource management has a very important significance for improving the civil service innovation intention and enhancing government sector innovation.Based on the social exchange theory, attitude adjustment theory, expanding reasoned action theory, the study analyzed the relation between organizational climate, perceived supervisor support, organizational identification and the civil service innovation intention. The study Explore the relation between organizational climate and perceived supervisor support the organizational, the effect of organizational climate and perceived supervisor support to organizational identification, organizational climate and perceived supervisor support to civil servants’innovation intention, organization identification to civil service innovation intention, and the effect of organizational climate, perceived supervisor support to the civil servants’innovation intention through the intermediary of organizational identification. In previous studies, many researchers regarded organizational identification as a part of the organizational climate, but this study suggests that organizational climate is the persistent organizational character of the work environment, which can be measured, affecting staff behavior, directly or indirectly perceived by the civil servants. Are the feelings and interpretations of the civil service to the external stimulus? Organizational identity is the self-construal born from the inside from membership, a behavior attitude from the outside stimulation. As "anthropomorphic" organizations, supervisor treating the civil servants affects the civil servants’organizational identification. In this study, innovation intention is choose to study the civil service’innovation, because of the innovative behavior of civil servants is difficult to quantify, and the innovation intention is relatively easy to measure. On the other hand intention is relative to the behavior closely, on the base of holding the innovation intention of civil service, the organization can really explain and predict the innovative behavior of civil servants. In this study, combined with social exchange theory, attitude adjustment theory and expand the theory of reasoned action, the logical about clues external activate feelings-behavior and attitude-intention is formed. Civil servants’ perceived organizational climate and supervisor support, the formation of organizational identification, behavior and attitude of civil servants innovation intention are included. On the one hand to explain the formation of reason of the theoretical model, on the other hand, explains the course of organizational climate, perceived supervisory support affects the innovation intention through the organization identification.In this study, firstly, the theoretical model is give on the basis of literature analysis, large-scale interviews and depth interviews. Secondly, adjusting the existing organization climate measure,perceived supervisory support measure organizational identification measure, innovation intention measure to fit civil the service groups in the Chinese cultural context, formatting the first test questionnaire. Through SPSS17.0software, the factor analysis has being done in the two aspects of the pre-trial and first test:organizational climate extracts five factors:the organizational support, teamwork, adequate resources, the meaning of work, environment, and freedom. Organizational identification extracts three factors:loyalty, organizational member sense, similarity degree of, innovation intention extracts four factors:new ideas and solve new problems, methods, innovation, new ideas. Third, the reliability analysis and confirmatory factor analysis confirmed that the final form of the formal questionnaire has good reliability and. validity. Survey the bureau-level departments and city administrative department of civil service in Anhui, Chongqing, Inner Mongolia, Yulin, Guangxi, Zhejiang, Hang Zhou, get238valid questionnaires. Fourth, exclude the common method variance, excluding data with variable multiple linear possibilities, independent samples T-test and variance analysis are used to explore the impact of the individual statistical characteristics of each variable and its dimension. Finally, through AMOS7.0verify the organizational climate, perceived supervisor support, innovation intention of the civil service and organizational identification intermediary role between the organizational climates, perceived supervisor support, innovate intention.The results show that:(1) age, educational level, promotion of three years significant impact on the civil service perceived organization support. Age, educational level, positions significantly affect civil servants’feelings of adequate resources. Age, position significantly affect the civil service team experience. Three years promotion significant affects environment free experience of the civil servants’. Gender, age, education level significant impact civil services’perceived supervisor support within three years was promoted significantly affect civil servants’loyalty. Positions significant affect the method of innovation intention.(2) Organizational climate and perceived supervisory support promote each other.(3) Organizational climate significantly affect the members sense of the civil servants, loyalty, similarity, the meaning of work in the organizational climate, teamwork, two dimensions significantly affect civil servants’organizational identification.(4) Perceived supervisory support significantly affect the loyalty of civil servants.(5) Organizational climate can do more work than the perceived supervisory support on the identity of the organization of civil servants.(6)Organizational identification significantly affects civil servants’new ideas, new mind, innovative methods of work, innovation intention.(7) The meaning of work in the organizational climate, team work, environment free will significantly impact innovation intention. Organizational climate will significantly impact the new ideas of civil servants, working Innovation methods.(8) Civil servants perceived supervisory support will significantly impact new ideas of innovation intention.(9)Organizational climate do more work on civil servants innovation intention than perceived supervisory support (10) Organizational identification play partly mediated role between organizational climate, perceived supervisor support, and innovation intention.The innovation of this study is:(1) the introduction of the attitude adjustment theory and the theory of reasoned action, was constructed based on external stimuli perception-behavior and attitude-behavioral intention on the basis of organizational identification as an intermediary organizational climate, perceived supervisory support, civil servants innovation intention. The relationship between the theoretical frameworks explains to r the phenomenon which can not explain solely by social exchange theory.(2) Organizational identification was spun off from the organizational climate, verifying the organization identification is a variable independent of the organizational climate. Adding the organizational identification between organizational climate, perceived supervisor support and innovation intention, the study opened the "black box" between the external stimuli perception and behavior intention. The perceived supervisor support is separate out from the organizational climate to do analysis, verifying the impact of organizational climate organizational identification for civil servants, the civil innovation intention is greater than the perceived supervisor support to organizational identification and innovation intention. The study proved the importance of creating organizational climate and civil servants organizational identification theoretically.(3) Amendment to the civil servants as a research subject in the Chinese cultural context of the organizational climate, perceived supervisory support, organizational identification and innovation intention, determine the dimensions of the civil innovation intention. Explain the Influencing factors of the civil innovation intention in terms of subjective cognitive and psychological changes in attitudes affect individual willingness to reveal the psychological processes of civil servants innovation intention, and pointed out what kind of psychological feeling affect organizational identification and I civil servants innovation intention greater. Providing a theoretical support and practical countermeasures to evoke the organizational identification of the civil servants, and inspire the civil service innovation intention. And also, the study enriched the theoretical study of the perception, attitudes and intention of civil servants in the public services in the Chinese cultural context.