ISSN 0439-755X
CN 11-1911/B

›› 2009, Vol. 41 ›› Issue (12): 1203-1214.

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The Measurement of Organizational Innovation Climate and Its Moderating Effect in the Relationship between Employees’ Innovation Ability and Innovation Performance

ZHENG Jian-Jun,JIN Sheng-Hua,MA Guo-Yi   

  1. (1School of Psychology, Beijing Normal University, Beijing 100875, China)
    (2Beijing Key Lab of Applied Experimental Psychology, Beijing Normal University, Beijing 100875, China)
    (3Department of Arts of Physical Education, Hebei Institute of Physical Education, Shijiazhuang 050041, China)
  • Received:2008-09-22 Revised:1900-01-01 Published:2009-12-30 Online:2009-12-30
  • Contact: JIN Sheng-Hua;ZHENG Jian-Jun

Abstract: In the west, organizational innovation climate is a very important field in the literature pertaining to organizational behavior. However, there has been few studies on OIC (short for organizational innovation climate), and especially there is a lack of researches on measurement of OIC in the Chinese culture. The present paper attempts to get findings about the structure and measurement of COIC (short for Chinese organizational innovation climate), and tries to better understand how OIC exerts effect on the relationship between employees’ innovation ability and innovation performance.
Firstly, through a content analysis of data collected from 46 MBA students (using open questionnaire); the primary COIC Questionnaire is established in China. Then, data collected from a diverse sample of 483 subjects is used to explore the primary questionnaire’s reliability and validity by EFA. Lastly, using item analysis and CFA, data from another sample of 413 subjects is used to confirm the validity and reliability of the formal COIC Questionnaire. Meanwhile, we conducted another analysis on the moderating effect of OIC on employees’ innovation ability and innovation performance.
　　In the Chinese context, the results indicate that COIC contains seven dimensions which are Incentive Mechanism, Leader Exemplar Behaviors, Team Collaboration, Superior Supports, Resources Guarantee, Organizational Promotion, and Autonomous Work. CFA further confirmed COIC’s factorial validity. The range of Cronbach α of the seven factors is from 0.843 to 0.881, and Cronbach α of the entire COIC Questionnaire is 0.916. After controlling demographic variables, the predictor’s standardized regression coefficients of interpersonal quality are positive and significant.
In this study, we found that seven dimensions of the COIC have rationality, and COIC has proper reliability and high validity. With comparison to similar studies, the result shows similarity as well as Chinese cultural uniqueness. Meanwhile, the OIC moderated the relationship between the employees’ innovation ability and innovation performance.

Key words: innovation ability, organizational innovation climate, innovation performance, moderating effect