Purpose

In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study.

Design/methodology/approach

Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses.

Findings

The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results.

Research limitations/implications

The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development.

Originality/value

Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

中文翻译：

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创新的氛围如何导致项目成功：性别与工作文化的调节作用

目的

在现代，创新被视为可持续竞争优势的重要组成部分。本文的目的是确定个人层面的创新[创新工作行为（IWB）]和组织层面的创新[创新组织氛围（IOC）]如何影响特定项目成功的机会。此外，研究中还检验了性别和工作文化对创新气候与行为之间关系的调节作用。

设计/方法/方法

调查技术用于从巴基斯坦涂料制造行业的执行，中级和高级管理层的项目部门的425名员工中收集数据。应用多元回归以及Preacher和Hayes（2004）检验来检验假设。

发现

数据分析的结果表明，IWB在IOC与项目成功（PS）之间起中介作用，从而支持了创新和PS的假设模型。支持工作文化作为主持人；然而，结果没有证实性别的调节作用。

研究局限/意义

管理层必须确保最大限度地提高项目的成功率，并给予组织和部门内部创新的工作氛围以应有的重视。除此之外，还必须采取措施，通过培训和发展来提高人员的个人创新能力。

创意/价值

尽管已经根据其他相关变量对创新研究给予了关注，但其与PS的关系仍有待研究。性别和工作文化对巴基斯坦涂料行业创新的影响早就该出现了，本研究已对此进行了探讨。