Abstract
Organisation climate plays an important role for the innovation of an organisation. The purpose of this paper is to investigate connections between the innovation climate and individual and organisational level factors. Surveys were conducted among Japanese, Chinese, Estonian, Czech and Slovakian enterprises. Linear regression analysis was conducted. The results of an empirical study show that the innovation climate predicts differently some individual and organisational level factors in studied countries. Two innovation climate facets – commitment and freedom predict individual level factors– attitude toward the firm in all 5 countries. In two studied Asian countries, Japan and China, commitment predicts meaning of work and job satisfaction whereas in all three new European Union member states some links between facets of the innovation climate and individual meaning of work and job satisfaction were missing. Although individual job satisfaction and meaning of work in is still shaped by to some extent different mechanisms in studied countries, implications of the innovative climate for organisation are more similar, at least in industries that are influenced by rapid technological development and globalization.
Highlights
The resource-based view of the firm (Barney 1991; Wright et al 2005) has been instrumental in explaining differences in innovation activities among firms
In two studied Asian countries, Japan and China, commitment predicts meaning of work and job satisfaction whereas in all three new European Union member states some links between facets of the innovation climate and individual meaning of work and job satisfaction were missing
In the analysis the innovation climate factors were analyzed as independent variables and individual and organisational level factors reflected in the Denki Ringo questionnaire as dependent variables
Summary
The resource-based view of the firm (Barney 1991; Wright et al 2005) has been instrumental in explaining differences in innovation activities among firms. Dynamic capabilities mean the ability to continuously reconfigure resources (Teece et al 1997). Employees’ attitudes have been studied in countries with different historical and institutional backgrounds (Alas 2003; Alas, Edwards 2005, 2011). Different cultural environments have been compared concerning organizations individual level factors (Alas, Tuulik 2007). Organisation climate plays an important role for mobilizing innovative resources and capabilities of organisations. This study investigates how the innovation climate predicts individual and organisational level factors among Japanese, Chinese, Estonian, Slovakian and Czech electric-electronic machine, retail store, information-software pro-
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