Abstract
ABSTRACT The current research addressed two main research questions: (1) What antecedents in an organizational context are related to public employees’ innovative behaviors? (2) Does an innovative culture have moderating effects on the relationship between antecedents and innovative behaviors? Using a nationwide sample of South Korea government employees, the research explored the effects of expected antecedents on innovative behaviors using a random-coefficient model, which takes into account the variance of slopes and intercepts in a nested data structure. Results indicated, first, that job autonomy, goal clarity, cooperative communication, transformational leadership, and an innovative culture are positively associated with public employees’ innovative behaviors. Second, an innovative culture shows moderating effects only on goal clarity and transformational leadership.
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