Abstract

Despite the importance ascribed to leadership and organizational values in fostering innovative contribution of employees to their organization, empirical evidence on the impact of these antecedents on creativity and innovation at work is scarce and inconsistent. The goal of the present study is to assess the influence of two organizational values, namely vision and humanity, and of leader support for innovation on innovative behavior. It was specifically hypothesized that the relationship between contextual predictors and innovative performance was mediated by organizational affective commitment. Results from a survey of 573 employees from an aircraft company supported the hypothesized relationships, indicating that organizational values and leader support influenced innovative behavior both directly and indirectly, via affective commitment.