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Climate for Personal Initiative and Radical and Incremental Innovation in Firms: A Validation Study

Author

Listed:
  • Sebastian Fischer

    (Department of Management & Organisation, Leuphana, University of Lüneburg, Scharnhorststraße 1, 21335 Lüneburg, Germany)

  • Michael Frese

    (Department of Management & Organisation, Leuphana, University of Lüneburg, Germany;
    National University of Singapore Business School, Mochtar Riady Building, 15 Kent Ridge Drive, Singapore 11924, Singapore)

  • Jennifer Clarissa Mertins

    (University of Giessen, Germany)

  • Julia Verena Hardt

    (University of Giessen, Germany)

  • Thomas Flock

    (University of Giessen, Germany)

  • Juri Schauder

    (University of Giessen, Germany)

  • Michael Schmitz

    (University of Giessen, Germany)

  • Jette Wiegel

    (University of Giessen, Germany)

Abstract

We examine whether organizational climate for personal initiative (PI climate) is conducive to firm innovation in small and medium-sized firms. Employees with PI are self-starting, proactive, and persistent, and a PI climate is characterized by common norms of encouraging PI at the workplace. A climate that fosters PI among employees would enhance the innovation output of firms, since it increases not only proactive thinking about future opportunities and problems but self-starting action as well. This PI climate is distinct from the team climate inventory (TCI, Anderson and West, 1996). We contrast the PI climate measure (Baer and Frese, 2003) with the TCI for predicting radical and incremental innovations in firms. Findings reveal (with 25 firms,N = 82employees) that PI climate was related to radical innovation, but not incremental innovation. On the other hand, the TCI (unrelated to radical innovation) was related to incremental innovation. Our study results imply that different organizational climates account for the different forms of innovation in firms.

Suggested Citation

  • Sebastian Fischer & Michael Frese & Jennifer Clarissa Mertins & Julia Verena Hardt & Thomas Flock & Juri Schauder & Michael Schmitz & Jette Wiegel, 2014. "Climate for Personal Initiative and Radical and Incremental Innovation in Firms: A Validation Study," Journal of Enterprising Culture (JEC), World Scientific Publishing Co. Pte. Ltd., vol. 22(01), pages 91-109.
    • Handle: RePEc:wsi:jecxxx:v:22:y:2014:i:01:n:s0218495814500046
    DOI: 10.1142/S0218495814500046
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    References listed on IDEAS

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    1. anonymous, 2003. "Job markets remain weak in District," Western economic developments, Federal Reserve Bank of San Francisco, issue Sep, pages 1-2.
    2. Frese, Michael & Hass, Lydia & Friedrich, Christian, 2016. "Personal initiative training for small business owners," Journal of Business Venturing Insights, Elsevier, vol. 5(C), pages 27-36.
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    Cited by:

    1. Escrig-Tena, Ana B. & Segarra-Ciprés, Mercedes & García-Juan, Beatriz & Beltrán-Martín, Inmaculada, 2018. "The impact of hard and soft quality management and proactive behaviour in determining innovation performance," International Journal of Production Economics, Elsevier, vol. 200(C), pages 1-14.
    2. Ana Lisbona & Abel Las-Hayas & Francisco J. Palací & Miguel Bernabé & Francisco J. Morales & Alexander Haslam, 2020. "Team Efficiency in Organizations: A Group Perspective on Initiative," IJERPH, MDPI, vol. 17(6), pages 1-17, March.

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