Leadership and organizational climate in local governments in relation to individual innovative behavior and aspiration for innovation: A field survey in local administrations of TRA1 region

Along with the widespread understanding of the new public administration, many approaches taken from the field of business administration have caused transformations in public institutions. The innovation that is one of the main influences in the transformation of public institutions is now occupying the agenda of public enterprises. In particular, the necessity of having a certain awareness level about innovation management constitutes the main motivation source of this thesis. Leadership styles in companies, organizational climate, innovative behaviors and aspiration for innovation of individuals influence innovation management applications. For a successful innovation management in companies, an organizational structure should be formed to lead the field of new ideas, and new leadership styles which will contribute to innovative behaviors of employees, should be adopted. Because of the lack of competitiveness, the importance of innovation management practices in public administration haven't been emphasized. Public institutions have continued to serve with traditional methods. In public administration, importance is given to innovation management applications and innovative ideas are encouraged and business efficiency and service quality are expected to increase. The study has been carried out on local governments, as they are the closest public administration unit to the public. The purpose of the study is to determine perceptions of leadership, organizational climate and also to determine relationship between willingness for innovation and individual innovative behaviours of employees in local governmnets. For this purpose a case study has benn carried out on local governments that are situated in TRA1 Region (Erzurum, Erzincan, Bayburt). According to the results of analysıs, the subs-dimension of the leadership scale has been significantly different (Exceptionally, active management did not differ.) among the three provinces. And there are no significant differences in the sub-dimensions of individual innovative behavior, aspiration for innovation, and organizational climate among the three provinces.