Effects Of Organizational Innovation Climate On Innovative Performance

With the rapid change of the modern business environment, innovation is not only the task of research and development departments, but also that of the various departments of the whole organization, including production, marketing, purchasing, administrative services and many other functions. Previous studies have shown that the development of creative potential of organizational members, organizational innovation and innovation performance are closely related to the agreeable environment; besides the necessary material and human resources support, the organizational innovation needs an atmosphere that can support and encourage innovation. With the continuous development of the management theory on empowerment, some researchers pointed out that the study of empowerment should not be limited by what means should the rights granted to employees, the employees' mental experience to the measures of empowerment should also be considered. The organizational innovation climate exists in the organization, which can be experienced by members and impact the enduring characteristics of innovative behavior. Innovative performance is that the individuals apply some new idea, process or method, so that they can effectively improve the result of innovation. By inspecting and sorting the past literature, the content, structure and influencing factors of organizational innovation climate, psychological empowerment and innovative performance have been analyzed, the relationship between them has been explored and whether psychological empowerment mediates the relationship between organizational innovation climate and innovative performance has been analyzed.Literature review and questionnaire investigation have been used in this study, based on the survey of eight companies from Beijing, Shanghai, Shenzhen, Chongqing, Ningxia and other places, the results show that:First, organizational innovation climate, psychological empowerment, and innovative performance were significantly different in age, education, income, position.Second, there was a significant positive correlation between organizational innovation climate and psychological empowerment; the seven dimensions of organizational innovation climate, namely, incentives, essential leadership practice, team effort, superior support, resource protection, and promotion, independent work and the four dimensions of psychological empowerment, that is, self decision-making, work values, self-efficacy, goal internalization had significantly positive correlation, respectively.Third, there was a significant positive correlation between psychological empowerment and innovative performance; the four dimensions of psychological empowerment, that is, self decision-making, work values, self-efficacy, goal oriented and the three dimensions of innovative performance, namely, willingness to innovate, innovative action and innovative results had significantly positive correlation, respectively.Fourth, there was a significant positive correlation between organizational innovation climate and innovative performance; the seven dimensions of organizational innovation climate, namely, incentives, essential leadership practice, team effort, superior support, resource protection, and promotion, self-work and the three dimensions of innovative performance, that is, willingness to innovate, innovative action and innovative results had significantly positive correlation, respectively.Fifth, organizational innovation climate had a significant effect on psychological empowerment; the five dimensions of organizational innovation climate, namely, essential leadership practice, self-work, incentives, organizations to promote and resource security had significantly predictive power on psychological empowerment, which was positive. Sixth, psychological empowerment had a significant effect on innovative performance; the four dimensions of psychological empowerment, namely, work value, goal internalization and self-making and self efficacy had a significantly predictive power on innovative performance, which was positive.Seventh, organizational innovation climate had a significant effect on innovative performance; four dimensions of organizational innovation climate, namely, essential leadership practice, self-work, incentives and organizations to promote had a significantly predictive power on innovative performance, which was positive.Eighth, psychological empowerment played an intermediary role between organizational innovation climate and innovative performance.