Organizational culture is very important factor for any kind of changes in the organization or for organizational change. It is not compulsory that whatever the changes taken place in the organization involves innovation, but all organizational innovation involves change. Lots of research shows the relationship between organizational culture and organization innovation but there are very few empirical studies which show the impact of organizational culture on innovation. As all we knows many environmental and organizational factors effect or affect organizational innovation but this research has mainly focused on the one important factor organizational culture as independent variable and innovation as dependent variable. The objective of this study is to explore, by means of a model, how determinants of organizational culture can effect or influence or leads to organizational innovation in software industries basically in Mumbai.
Drawing on a variety of approaches and theories used in the previous studies the model presented here is develop using Competing Value Framework (Cameron and Quinn, 1999; Kimberly and Quinn, 1984; Quinn and Rohrbaugh, 1981, 1983) and the integrated, interactive model (Martins, 2000). The following review of related literature includes a discussion of 1) organizational culture, 2) organizational innovation, 3) organizational culture and innovation.
