The Innovation Imperative: The Relationships Between Team Climate, Innovation, and Performance in Research and Development Teams
Abstract
A team’s climate for innovation has been shown to be important for innovation in management and work teams. This article investigates the relationship of team climate with project team innovation and performance in research and development organizations. It is argued that the relationship between team climate and innovation will be stronger for research teams than development teams as research teams have greater scope for creating novel and innovative ideas. A sample of 193 scientists and technologists in 20 research teams and 18 development teams were measured on their team’s climate for innovation, team performance, and six indicators of innovation. Research and development teams showed similar ratings for team climate and for measures of innovation. However, the relationships between team climate and individual and team innovation were stronger for research teams than development teams. These findings are significant for fostering innovativeness and innovation in knowledge work teams.
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Empirical research on leadership and implementation identifies mechanisms through which leaders affect implementation, including facilitating positive organizational climate, supportive team climate, and positive work attitudes.
“Empirical research on leadership and implementation identifies mechanisms through which leaders affect implementation including facilitating positive organizational climate (Aarons, Sommerfeld, & Willging, 2011), supportive team climate (Bain, Mann, & Pirola-Merlo, 2001), and positive work attitudes (Kinjerski & Skrypnek, 2008).”
From The Roles of System and Organizational Leadership in System-Wide Evidence-Based Intervention Sustainment: A Mixed-Method Study (2016) · cites this paper as Bain, Mann, & Pirola-Merlo, 2001
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- Authors
- Bain, P. G., Mann, L., & Pirola-Merlo, A.
- Affiliations
- The University of Melbourne (AU)
- University of Melbourne
- Corresponding author
- Mann, Leon
- Venue
- Small Group Research
- Publisher
- SAGE Publications
- Published
- 2001-02
- Volume
- 32
- Issue
- 1
- Pages
- 55-73
- ISSN
- 1046-4964 (ISSN-L)
- 1552-8278
- OpenAlex
- W1974062135
- Cited by
- 336
- References
- 14
- Citations by year
- 2026: 4 · 2025: 6 · 2024: 6 · 2023: 8 · 2022: 10 · 2021: 18 · 2020: 17 · 2019: 22 · 2018: 17 · 2017: 12 · 2016: 16 · 2015: 24 · 2014: 23 · 2013: 18 · 2012: 21
- FWCI
- 13.18
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Small Group Research (publishedVersion)
- Topics
- Social Sciences › Psychology › Social Psychology › Team Dynamics and Performance
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Leadership
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Organizational Management and Innovation
- Keywords
- team climate, innovation climate, team performance, research groups, development teams, R&D organization, innovation indicators
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
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