ISSN 0439-755X
CN 11-1911/B

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

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  1. (1北京师范大学心理学院, 北京 100875) (2北京师范大学应用实验心理北京市重点实验室, 北京 100875)
    (3河北体育学院体育艺术系, 石家庄 050041)
  • 收稿日期:2008-09-22 修回日期:1900-01-01 出版日期:2009-12-30 发布日期:2009-12-30
  • 通讯作者: 金盛华;郑建君

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 Online:2009-12-30 Published:2009-12-30
  • Contact: JIN Sheng-Hua;ZHENG Jian-Jun

摘要: 首先通过对46名在职MBA研究生的开放式问卷数据进行质性分析, 归纳探索出了基于我国国情的组织创新气氛的基本结构, 并参定预试测332份数据的反馈结果编制了组织创新气氛问卷。483份有效数据的探索性因素分析发现组织创新气氛是一个包括激励机制、领导躬行、团队协力、上级支持、资源保障、组织促进、自主工作等在内的七因素模型。为进一步验证该结构的有效性, 我们在10家企业共获得有效数据413份, 进行了验证性因素分析, 结果显示: 基于中国文化背景编制的组织创新气氛问卷具有良好的效度和信度; 同时, 运用层次回归分析还发现, 组织创新气氛在员工创新能力与创新绩效关系中具有显著的调节作用。

关键词: 创新能力, 组织创新气氛, 创新绩效, 调节效应

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

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