The Mediating And Moderating Effect Of Organizational Culture On Innovative Behavior

Innovation is the key for organizations to survive, compete and develop in themarket, and the employees are the agents of innovation, so individual innovativebehavior gets attention from academics and industries. Even though the report fromIMD indicated that organizational culture had the highest correlation withcompetitiveness, it is a lack of research about the relationship between organizationalculture and innovative behavior.Based on the Competing Values Framework, this study focuses on the effects andthe mediating mechanism (affective, cognitive and group interaction) of organizationalculture on individual innovative behavior, also analyzes the moderator role of creativeself-efficacy. This sample includes470employees from25organizations in Guangzhou,Zhuhai&Zhaoqing. HLM is used to analyze the property of the impact oforganizational culture on innovative behavior. Results are found as follows:(1) Organizational culture has the direct positive impact on innovative behavior;(2) Affective commitment has a significant mediate effect of organizational cultureon innovative behavior;(3) Innovative risk perception and goal motivation don’t mediate the relation oforganizational culture and innovative behavior;(4) With regard to group interaction process, internal integration mediates the effecton innovative behavior of organizational culture, moreover, internal integrationand task dependence have a significant interaction on innovative behavior;internal competition doesn’t mediate the relation of control culture andinnovative behavior;(5) Creative self-efficacy doesn’t moderate the effect of organizational culture oninnovative behavior, but consistent with previous studies, creative self-efficacyplays the mediate role.(6) There is a cross-level moderated mediation model in the relation of controlculture, creative self-efficacy and innovative behavior.