As modern governments face increasing pressure to meet citizens’ rising expectations, innovation has become a central focus for public organizations. While job autonomy is a well-established antecedent of individual innovative behavior, the moderating role of organizational culture in shaping this relationship remains underexplored. Public organizations often embody different types of culture, such as performance-oriented culture that emphasizes efficiency and adherence to predefined indicators, and innovation culture that encourages the generation and promotion of new ideas. Using data from the South Korean government and a competing values framework theory, this study examines the differential impacts of innovation culture versus performance-oriented culture on innovative behavior and assesses how these cultural orientations moderate the effect of job autonomy. Innovation culture not only directly fosters innovative behavior but also enhances the beneficial influence of job autonomy on such behavior. Conversely, a strong performance-oriented culture diminishes the positive relationship between job autonomy and innovative behavior.

中文翻译：

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组织文化在工作自主性与创新行为关系中的调节作用

随着现代政府在满足公民不断增长的期望方面面临越来越大的压力，创新已成为公共组织的中心关注点。虽然工作自主性是个人创新行为的公认前提，但组织文化在塑造这种关系中的调节作用仍未得到充分探索。公共组织通常体现不同类型的文化，例如强调效率和遵守预定义指标的以绩效为导向的文化，以及鼓励产生和推广新想法的创新文化。利用来自韩国政府的数据和竞争价值框架理论，本研究考察了创新文化与以绩效为导向的文化对创新行为的不同影响，并评估了这些文化取向如何调节工作自主性的影响。创新文化不仅直接培养创新行为，而且还增强了工作自主性对此类行为的有益影响。相反，强大的以绩效为导向的文化削弱了工作自主性和创新行为之间的积极关系。