In today's global economy, organizational effectiveness and innovation have become top priorities, putting pressure on all businesses worldwide. Therefore, this study aims to explore the impact of organizational culture on effectiveness through organizational innovation. We analyzed organizational resistance as a boundary condition on the relation of organizational innovation and effectiveness to seek whether organizational resistance enhances the positive effect of organizational innovation on effectiveness and on the indirect effect of organizational culture on the effectiveness of organization via organizational effectiveness. Organizational resistance is important because it occurs when employees understand how they fit into the new way of doing things, such that organizational innovation has a positive impact on organizational effectiveness. The data were collected in two waves from 280 manager-employee dyads operating in Pakistan's banking industry. The outcomes indicated that organizational culture positively influences organizational effectiveness; therefore, this relationship is mediated by organizational innovation. The positive influence of organizational innovation on organizational effectiveness is greater among individuals who embraced improvements rapidly than among those who did not. Additionally, organizational resistance reinforces the relationship between organizational culture and effectiveness through organizational innovation, such that the relationship is greater for those who embrace compliant advancement. Thus, the theoretical and practical implications of this study are discussed.

在当今的全球经济中，组织效率和创新已成为重中之重，给全球所有企业带来压力。因此，本研究旨在通过组织创新探讨组织文化对有效性的影响。我们将组织阻力作为组织创新与有效性关系的边界条件进行分析，以探究组织阻力是否通过组织有效性增强了组织创新对有效性的正向影响以及组织文化对组织有效性的间接影响。组织阻力很重要，因为它发生在员工了解他们如何适应新的做事方式时，因此，组织创新对组织效能有正向影响。这些数据是从在巴基斯坦银行业经营的 280 名经理-雇员二人组中分两批收集的。结果表明，组织文化对组织有效性产生积极影响；因此，这种关系是由组织创新来调节的。组织创新对组织有效性的积极影响在迅速接受改进的个人中比在没有接受改进的人中更大。此外，组织阻力通过组织创新加强了组织文化与效率之间的关系，因此对于那些接受顺从进步的人来说，这种关系更大。因此，