Abstract
The present study examined the association between
organizational innovation and effectiveness and the role of
innovative climate as a potential mediator in this association.
Data was obtained from 164 employees from three cellular
companies in Islamabad. Subjective and objective measures were
collectively used to measure organizational effectiveness.
Subjective measures included Affective Commitment Scale
(Allen & Meyer, 1990), Aspects of Identity Scale (Cheek, 1983),
Group Cohesion Scale (Glass & Benshoff, 2002), Job
Satisfaction Scale (Spector, 1985), Transformational Leadership
Questionnaire (Avolio, Bass, & Jung, 1999), and New Product
Development. Objective measures included Market Share, Sales,
and Profitability, for which items were developed and validated
(Joreskog & Sorbom, 1996). To assess Organizational Innovation
and Innovative Climate, adapted versions of Organizational
Innovation Questionnaire (Ismail, Belli, Sohn, & Toussaint,
2002) and Organizational Climate Measure (Patterson et al.,
2005) were used. A series of regression analyses was done to test
the proposed hypotheses. Results suggest that organizational
innovation indeed predict firm effectiveness while some support
was also found for the role of innovative climate as a mediator in
the relationship between organizational innovation and firm
effectiveness. Overall, our findings suggest a strong association
between organizational innovation and overall organizational
effectiveness of a firm. These findings also endorse the
significance of innovative climate as an imperative factor in the
relationship between organizational innovation and
organizational effectiveness. We discuss the implications of
these findings in detail.
Fatima Ashraf, Muhammad Asif Khan. (2013) Organizational Innovation and Organizational Effectiveness Among Employees of Cellular Companies Fatima Ashraf, Muhammad Asif Khan, Pakistan Journal of Psychological Research, Volume-28, Issue-1.
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