ABSTRACT

This chapter reviews the support for the rejection of seven null hypotheses. It provides the use of Kirton Adaption-Innovation (KAI) theory, leader-member exchange theory, leader expectation theory, and organizational climate theory in the research. The KAI factor rule/group conformity (R) had a significant negative regression coefficient with innovative behavior for both the Application Engineer and Lab Technician subgroup. Both the structural equation model and linear regression analysis did not indicate a relationship between the quality of leader-member exchange and innovative behavior for the base sample. The regression coefficient between leader-member exchange and innovative behavior was significantly positive for the Lab Technician subgroup. The relationship between leader role expectations and innovative behavior was significantly positive for the base sample in both the structural equation model and the regression analysis. The organizational climate measure was broken down into support for innovation and resource supply.