Abstract: This paper makes an empirical study of the mechanism of organizational innovation climate impacting on employee innovation behavior by means of a questionnaire. Using structural equation modeling based on the 280 valid employees sample data, the article get the results indicate that organizational innovation climate has positive effect on employee’s innovative behavior; perceived organizational support (POS) and organizational affective commitment (OAC) play the mediating role between organizational innovation climate and innovation behavior; pay for performance negatively moderates the relationship between organizational innovation climate and POS; moreover innovative self-efficacy positively moderates the relationship between AOC and innovation behavior. Research has the theoretical contribution for the mechanism between organizational innovation climate and innovation behavior, as well as gives references for organizations to improve employee’s innovative behaviors.

Key words: organizational innovation climate, innovative behavior, organizational affective commitment, pay for performance, innovative self-efficacy