Research On Organizational Innovation Climate Of Private Enterprises

The contribution rate of non-national economy, which has become a new and important economic growth point, is on the rising in China's national economic aggregate, and private enterprises have become a new force prospering the market. Therefore, how to encourage, support and guide non-national economy and how to improve the management efficacy of private enterprises has become a hot topic of the day. However, because of some characteristics of traditional private enterprises, there are many problems in them, such as backward technology and management, unsteady employer-employee relationship and short life. If private enterprises want to solve these problems to succeed in the fiercely competitive society, they have to innovate.Innovation is the main source of knowledge creation and technology diffusion, as well as an important way to enhance the competitive power of the enterprises. Therefore, how to enhance the innovation capability of individuals and organizations is an urgent problem to be solved. For an organization, the only source of sustained development is systematic innovation, which is closely related with the organizational innovation climate (OIC).Through handing out questionnaires and talking with key persons as supplement, the author made an empirical research of eight private enterprises' 120 managers and employees in Qingdao about OIC. Then the data was analyzed with SPSS. The conclusions are as follows: (1) Private enterprises' OIC should be measured in five dimensions, that is , teamwork, growth in study, leadership efficacy, work autonomy, organizational support. (2) There are five characteristics of private enterprises' OIC. First, the whole condition of teamwork is fine, but team members are short of good common view and consistent target. Second, most people have positive view of organizational learning and training, but enterprises don't provide enough chances for employees. Third, authorization is not enough and vertical communication is obstructed to some degree. Fourth, most workers think that their work is varied and challenging, but can not decide their ways of work. Fifth, enterprises support innovative behaviors, but don't encourage and reward them timely. In summary, the strength of private enterprises' OIC researched in this thesis is low. (3) People with different background have different point of view on OIC. (4) The conclusions from talking with the key persons are that innovation plays an important role in the present development of private enterprises, enterprises should create a climate to encourage innovation, private enterprises' innovation mainly concentrates on system innovation, management innovation and technology innovation, most managers are not satisfied with the innovation achievements, private enterprises must solve servant problem, employees' personalities influence their view of OIC.At last, according to the conclusions, this thesis made several suggestions in the following. For private enterprises, OIC should be taken seriously, culture should be built to improve teamwork efficiency, learning mechanism to be founded to attract talented employees, innovation mind should be cultivated to improve leadership efficacy, authorization should be encouraged to enhance work autonomy, and incentive mechanism should be built to encourage and reward innovative behaviors.