Internet Of Things

Internet Of Things The Internet of Things is the idea that ordinary everyday objects can, with the addition of sensors and communications interfaces, be made Smart. In this context Smart means that they are able to communicate useful information regarding their current state, their location and the environment they exist in. The technology behind this idea has been applied to areas such as energy efficiency [6], a virtual lost property office [7], tachographs for individual road charging [8], RFID systems in logistics [5] and bar codes on supermarket products that can be read by mobile phone applications to give nutritional information, allergy warnings or ethical information [9]. However, in this paper we shall be investigating the Internet of Things from the perspective of its application in what have become known as Smart Homes and more specifically how issues relating to Human Computer Interaction (HCI) have been considered when developing products and appliances therein. First we shall provide a b ackground to the subject, highlighting its origins and noting key technical themes. Following this we shall look in more depth at studies relating to key HCI concerns we have identified. The first of these concerns is the design, usability and acceptance of interfaces on Smart appliances. The second concern is the impact of security and personal privacy considerations on the perception and acceptance of Smart Homes technology. Finally, in our conclusion we will show that [TBC when conclusion can be added] Background The term Internet of Things represents a vision in which the virtual world of the Internet is extended into the physical world of everyday objects. A concept first put forward by Mark Weiser in a 1991 article for Scientific American [1], it stems from the idea that the continuing trend for reductions in price, size and energy consumption of electronic components, microprocessors and communications modules will lead to a truly ubiquitous computing experience. The term itself is attributed to Kevin Ashton, co-founder of MITs Auto-ID Center [2], which was set up to design, develop and propagate open standards for Radio Frequency Identification (RFID) infrastructure. Using sensors, it is envisioned that objects become context aware or Smart and that built-in networking capabilities enable these Smart objects to communicate their current state both to people and other systems via internet services. Such developments have been widely recognised both by governments and international bodies as important and potentially disruptive. The Internet of Things was included in the US National Intelligence Council list of 6 Disruptive Civil Technologies [17] in 2008, whilst an EU Commission action plan [4] saw the evolution of the Internet taking it from a network of interconnected computers to a network of interconnected objects. This vision mirrors that of the International Telecommunications Union which views the Internet of Things as a development that means ÂÂ  from anytime, anyplace connectivity for anyone, we will now have connectivity for anything [20]. Applications include energy efficiency and conservation [6], a virtual lost property office [7], tachographs for individual traffic costs [8], RFID tagging in logistics [5] and barcodes in supermarkets that can be read by mobile phones [9] [13] to supply information such as allergy warnings or nutritional details. However, ther e is the potential to impact on any field that would benefit from remote, automated observation and data collection, efficient control management or real-time interpretation of data from the physical world [5]. Much of the research into the Internet of Things has been from a strictly engineering perspective and as such follows a Design Science approach that is very much machine focused. Examples of this research can be found in [10] and [18] where it has been additionally described as following either a Things oriented perspective or an Internet oriented perspective. This is a reflection that the word Internet acts both as a metaphor for connectedness and also, in a stricter technical sense, to signify the use of IP (Internet Protocol) as a basis for communication. Things oriented initiatives are largely those originating from the Auto-ID Center, which promote the use of RFID tags and a global Electronic Product Code (EPC). RFID tags are the combination of a small microchip attached to a wireless antenna in a package usually similar to an adhesive sticker. RFID tagged objects are not Smart in and of themselves but rather they require a reader to aggregate and interpret information they gather and sit between themselves and the applications making use of their data. The development and adoption of an EPC network [11] and EPCIS standards aims to provide the infrastructure to uniquely identify RFID tagged objects and simplify the processing and exchange of the data they capture. This will be helped by the creation of Wireless Sensor Networks enabled through advances in energy efficient multi-hop Wireless Personal Area networks (WPAN) [21]. RFID systems have the advantage of being very small size and very low cost [18] and are considered good for c losed loop applications e.g. logistics within a single organisation such UPS or FedEx rather than open loop applications such as supply chain that have greater complexity problems [10]. ÂÂ  There are, however, major practical issues relating to scalability and confidentiality. Internet Protocol (IP) enables Smart objects to be fully connected as Internet nodes. However, the requirements for processing and power consumption are currently prescriptive with regards to implementing a TCP/IP stack and wireless communications into RFID tags. Research into technologies that overcome these issues forms the Internet oriented approach and promotes the idea of Unique, Universal or Ubiquitous ID (uID) architectures. It also includes artefacts that have alternatively been termed the Web of Things [16], as a refinement of Internet of Things. A Service Oriented Architecture (SOA) approach, allowing for the decomposition of complex and monolithic systems into applications consisting of an ecosystem of simpler and well defined components [18] has been adopted in the development of middleware to bridge this gap. Middleware describes the software layer(s) sitting between and acting as a communications link between applications and low level objects. One such example is the S OCRADES Integration Architecture [29] in which Enterprise Resource Planning (ERP) application developers can query networked devices to find the most suitable one to provide the required service based on its real-time environmental context. Alternative middleware approaches include Fosstrak [26] an open source RFID infrastructure implementing EPC Network specifications and e-SENSE [25] that uses wireless sensors to capture ambient intelligence. A more ad-hoc Web of Things approach [27] applies REST (Representational State Transfer) [30] use of the Web as application platform to devices. In this model Smart objects are embedded with a small HTTP server [15] [16] or use a middleware gateway to transmit XML or JSON data. One outcome of this is the potential for real-time Mashups (user generated composite applications) of physical objects with Web 2.0 services. Examples include tracking the flight paths of planes around Zurich [14] or measuring energy consumption of appliances [16]. In the future this could mean an RSS or Twitter feed from your fridge updating you on the status of its contents. Mattern and Fleorkemeier [10] have identified twelve major challenges they consider important to the ongoing development of an Internet of Things. Amongst these are two that form the basis of our investigations and provide the focus of the remainder of this paper. The reason we have settled on these two challenges is that we have identified them as relating most directly to the Human Computer Interaction (HCI) issues that are the focus of our studies. These two challenges are: Arrive Operate The idea that Smart objects should not be perceived as computers and that there should be no need for user configuration, rather they should just work. For the applications we shall study in more detail this is most clearly manifested in the choices made when designing the user interface. Security personal privacy The understanding that a wider Internet of Things will inherit all the privacy issues associated with the existing Internet and in addition will have to concerns regarding the authentication of other communication partners where each partner is either a Smart object or a service.

Being Gay and Elderly in Toronto

According to Peter Sprigg, author of â€Å"Gay Marriage Questions,† there are two reasons a civil marriage should not be granted for gay couples. One is that since they are relationships and not marriages, they should not be granted. Sprigg says that in order to have a marriage, there must be a union of a man and a woman, not a man and a man.Traditional intercourse cannot take place with two men involved. The second one is that these type relationships are harmful. They do not provide the same benefits as a marriage between a man and a woman, and their consequences are far more negative than positive. (www.nogaymarriage. com/gaymarriagequestions. html) Either way, it’s looked at, even with the evidence standing alone, it is enough to not accept the claim that gay couples should be able to legally marry. The first argument is that marriage is an institution that predates the law and the Constitution. Marriage is sociological, not legal. Laws relating to marriage just ack nowledge and keep in tact an institution that is already in existence. However, some people believe that marriage is a way of recognizing couples who are in love with each other. With that being said, they want to spend the rest of their lives together.Consider this. According to Sprigg, love and companionship were sufficient to define marriage, then there would be no reason to deny â€Å"marriage† to unions of a child and an adult, or an adult child and his aging parent, or to roommates who have no sexual relationship. Most people think that the sexual element is what defines a marriage. However, marriage is so much more than that. According to Webster, marriage is a mutual relationship between husband and wife; the institution whereby men and women are joined in a special kind of social and legal dependence for the purpose of founding and maintaining a family.Anthropologist Kingsley Davis says that marriage is â€Å"the unique trait of what is commonly called marriage is s ocial recognition and approval†¦of a couple’s engaging in sexual intercourse and bearing and rearing children. † The question was raised, are married couples without children really in a marriage? If gay couples are denied to marry, shouldn’t straight couples without children be denied also? According to what Sprigg had to say concerning marriage and children, this would make sense, would it not? Not necessarily.If a couple wants children, and for some reason cannot have them, it is not their fault. A couple who decides not to have children may change their minds. At any rate, childless marriages are still acknowledged because if not, it would be an invasion of a heterosexual couples privacy to require that they show intent to bear children, or the ability to have children. So, what is the real purpose of marriage? Anthropologist Kingsley Davis says that a marriage’s purpose is to socially recognized and approved to engage in sexual intercourse and be ar and rear children.Another marriage scholar, Maggie Gallagher says that â€Å"marriage across societies is a public sexual union that creates kinship obligations and sharing of resources between men, women, and the children their sexual union may produce. The mere biological conception and birth of children are not enough to make sure that reproduction of a healthy and successful society. Paul Nathanson, the homosexual scholar says that there are at least five functions that marriage serves—things that every culture must do in order to survive and thrive. They are: 1. Foster the bonding between men and women 2.Foster the birth and rearing of children 3. Foster some form of healthy masculine identity 4. Foster the bonding between men and children 5. Foster the transformation of adolescents into sexually responsible adults Maggie Gallagher puts it more simply, saying that â€Å"children need mothers and fathers† and â€Å"marriage is the most practical way to get the m for children. Actually, when you look at it, homosexuals already have the right the right to marry just like anyone else. When applying for marriage licenses, the application does not ask for a person’s sexual orientation. Now, the freedom of homosexuals to marry is another story.Their marriage, just as any marriage stipulates that any person is legally sanctioned from marrying a child, a close blood relative, a person who is already married, or a person of the same sex. Just because homosexuals have a desire to marry, does not make it right or legal anymore than the desires of other tiny (but less vocal ) minorities of Americans gives them a right to pedophilic â€Å"marriages†, â€Å"incestuous marriages,† or polygamous â€Å"marriages. † Some feel that prohibiting same sex marriages is just as discriminatory as interracial marriages. However, that is not valid thinking.The purpose of the law against interracial marriage was to protect the social syst em of racial segregation, not to protect the nature of marriage. Preserving â€Å"racial purity† was an unworthy goal, certainly not one of the fundamental purposes of marriage common to all human civilizations. One of the arguments against gays is the fact that God is not pleased with that union. According to the Bible, Men should not be lovers of themselves and neither should women. If God said it, then, that settles it. Among all the sins mentioned in the Bible, perhaps none is more disgusting to God than that of homosexuality.God destroyed two cities in the plains of Jordan, called Sodom and Gomorrah, because their wickedness was great (Genesis 13:10-13). The English word, â€Å"sodomy† is a derivative of the word â€Å"Sodom† for the cities were full of the sins of sodomy. Now, with that in mind, how many times are people arrested for sodomizing young children or sodomizing another man? If one can get arrested for sodomizing, then evidently, it would stand to reason, that homosexuality is not right Biblically or lawfully. God created Adam and Eve, not Adam and Steve. â€Å"If a man lies with a male as he lies with a woman, both of them have committed an abomination.They shall surely be put to death and their blood {shall be} upon them. † (Leviticus 20:13). Homosexuality is not a disease that is inherited or a disease from birth. Homosexuality is a learned behavior, much like lying, stealing, fornication, etc. Those that learn and practice such must stop. 1 Corinthians 6:9 says, â€Å"Do you not know that the unrighteous will not inherit the kingdom of God? Do not be deceived. Neither fornicators, nor idolater, nor adulterers, nor homosexuals, nor sodomites, nor thieves, nor covetous, nor drunkards, nor revilers, nor extortioners will inherit the kingdom of God.† The homosexuals will not inherit the kingdom of God. They must bring forth fruits worthy of repentance. Now, the purpose of this paper is to argue whether or not same sex marriages should take place in Toronto or anyplace else. Though the Bible or religion is not in question here, there is still the argument of whether gays should be legally married? The scripture clearly states, that this union should not be sanctioned. Consider this. It is not a sin for the color of one’s skin to be white, red, yellow, or lack, and we shouldn’t discriminate against another because of it. However, it is a sin to be a homosexual.It is not a matter of discrimination. It is a matter of right or wrong in the sight of Almighty God. Some say homosexuals are born that way and cannot change. This is another effort of men trying to justify themselves while practicing homosexuality. Homosexuality is condemned from the beginning of time to the end. One of these days, we will have to stand before God and give an account of what was we do to our bodies, smoking, homosexuality, illegal drugs, etc. In Nova-Scotia, two men were married, but they were told, t hat they could not receive communion, unless they were celibate.These two men, both 69 are now trying to make the decision whether to leave the Catholic Church because now, they must make a choice between their religion and their marriage. They were refused, because Communion wafers are considered the body and blood of Christ. To Catholics, receiving communion is one of the faith’s most sacred rituals. Additionally, they were told that their marriage was a public scandal. Many people wonder why defending marriages and defending the family require different views regarding same-sex unions. In other words, how can a homosexual marriage affect a heterosexual marriage?Well, homosexuals unions often have a more direct impact on heterosexual marriages than we know. For instance, the Boston Globe reported June 29, 2003, that â€Å"nearly 40 percent† of the 5,700 homosexual couples who have entered into â€Å"civil unions† in Vermont â€Å"have had a previous heterosex ual marriage. † Children are the ones who suffer the most of homosexual unions because these children grow up without a mother and a father. These children are also products of heterosexual marriages that ended up in divorce or death. These children also face being ridiculed at school and among their peers.The question is will these children, after being exposed to homosexuality in the home, grow up to be gay, or does this help them to choose heterosexuality vs. homosexuality? How do the mothers of these children feel about their now gay ex-husband, having custody or visitation rights? Some would approve it, and some would not. In Toronto, June 30, 2006, (LifeSiteNews. com) – The mainstream media brought to life the phantom of the gay gene theory7 in covering a Canadian study on the origin of homosexuality. â€Å"Homosexuality influenced by biological factors, Canadian researcher says, â€Å"proclaimed the CBC, the first to break the story.This study was regarding sex ual orientation of men determined before birth. However, the study was most intriguing for what the mainstream media failed to cover. Namely that, if true, the study suggests that homosexuality is a congenital abnormality, and shares its origins with other disorders developed in the womb. (www. lifesite. net/ldn/2006/jun/06063003. html Westen, John Henry, 2006) Some researchers at Brock University in St. Catherine’s Ontario published a study in the journal Proceedings of the National Academy of Sciences entitled â€Å"Biological versus non biological older brothers and men’s sexual orientation.The results of this study proved that same-sex sexual orientation is a result from having older brothers, even though the brothers may have not been raised together. To put it simpler, by way of explanation the researchers suggest that same sex relationships result from an immune reaction of the mother to the male child in her womb. â€Å"A theory of male homosexuality is consi stent with the present finding that maternal immune response to succeeding male pregnancies,† says the study.If in fact, this study is correct, then the link between the mother’s immune reaction and the child’s future sexual orientation would probably be some effect of maternal anti-male antibodies on the sexual differentiation of the brain. † Dr. John Shea, medical advisor to Campaign Life Coalition, explained to LifeSiteNews. com that the study explains the significance of its findings suggesting that â€Å"the immune response of the mother’s body, damages the sexual differentiation of the brain of the male child in the womb, thus producing an abnormality in the fetus.† In 1998, almost 3. 7 million Canadians were 65 years of age and older. Over the next fifteen years, this number is expected to grow to approximately 5. 9 million. However, it is impossible to tell how many lesbians and gay men live in Canada. However, the numbers of older gay adults are estimated between 296,000 and 370,000, and should incr4ase proportionately to the general older population of the country to between 471,000 and 590,000 people.(Newsletter of the centre for Applied Social research Faculty of Social Work, University of Toronto, Vol. no. 2/Fall/Winter, 2002). Gerontological research has begun to look at the issues pertaining to gay and lesbian seniors only in the late 1970s, and most of these studies in the area have not succeeded in the experience of gay aging from the viewpoint of women, ethnocultural minorities, low-income individuals, and chose not actively involved in the gay and lesbian communities. (Ibid, 2002)In summary, if all studies conducted on whether or not gay marriage should be sanctioned y the church in regard to marriage, the evidence shows and proves that homosexual couples, male or female should not be sanctioned because of the following reasons: 1. An abomination in the eyesight of God 2. In these relationships, the ma rriage cannot be sanctioned because no union really took place. 3. Children, cannot be born of these marriages, unless they were brought in from a heterosexual marriage.One of the purposes of marriage is to have children. 4. Foster the bond between many women, and a list of other reasons mentioned above. References (www. nogaymarriage. com/gaymarriagequestions. html (Leviticus 20:13, King James Version of Holy Bible) (www. lifesite. net/ldn/2006/jun/06063003. html Westen, John Henry, 2006) (Newsletter of the centre for Applied Social research Faculty of Social Work, University of Toronto, Vol. no. 2/Fall/Winter, 2002).

Gender Inequality Of A Streetcar Named Desire By Tennessee...

Gender Inequality In The 50’s The 1950’s, a time where the United States faced many conflicts and contradictions that created simmering discontent, conflict and unhappiness escalated amongst Americans. Though the roaring 50’s seemed as if the traditional ideals of the United States such as equality , democracy, and prosperity, has finally been fulfilled, but beneath all of the happiness and innocence is simmering discontent. Considering that there is an innumerable amounts of simmering discontent, gender inequality designates higher than most other conflicts that was present during the 50’s. The novel, A Streetcar Named Desire by Tennessee Williams and One Flew over the Cuckoo’s Nest by Milos Forman expresses the simmering discontent in the 1950’s. In the 1950’s, the inequality of gender conflicted women in the United States. A woman’s goal in life was to get married, have children, and to primarily take care of the house. An article by Christina Catalano called Sh aping the American Woman: Feminism and Advertising in the 1950’s states that women were known for being, â€Å"...Stupid, submissive, purely domestic creatures.†(Catalano 45). Men on the other hand are viewed as the more superior gender. The life of a man consist of getting married and working. Although this may seem very little, men are free to do whatever they desire and are more free spirited during the 50’s whereas women are more cautious in what they do. A woman’s main goal is to attract a husband because if they

Work Motivation And Performance Of The Employees Business Essay - Free Essay Example

Sample details Pages: 26 Words: 7838 Downloads: 10 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Johnson (2010) argued the classification of the variables that could be reported differences in creativity topic as research study and the literature on this topic has been much flourished. The researches on creativity have been conducted in many different sub areas of psychology, social psychology, industrial psychology, clinical psychology, personality and cognitive psychology and developmental areas (Feist, 2006). The connection with the generating novel ideas, solving the intermingled problems and drive to implementation for development by the creative person who can be differentiated from the others persons due to these creative attributes (Harrington and Barron, 1981). Don’t waste time! Our writers will create an original "Work Motivation And Performance Of The Employees Business Essay" essay for you Create order Helson (1999) viewed that various studies have elaborated the characteristics of personality of creative person and distinguished that the creative persons wiling to generate new and novel ideas, unconventional, ambitions, and experiences, driven, impulsive, self confident and dominant. Currently most of the studies are conducting for effectively management of employees performance by improving their satisfaction level, motivation level, commitment level, attitude, behavior, skills and abilities, knowledge, well being and occupational health, and career management in the field of human resource management and development. The numerous studies are also doing in this field for examine over all organizational performance by managing organizational justices fairly, affective leadership style, organizational citizenship behavior, organizational politics, impact of organizational culture forces and drivers as well as for sustaining the development and growth of organization by establish ing the organizational creativity climate, knowledge sharing environment, employees perceived innovation positively, designing and implementation for change or interventions, innovative technologies, and training for improving performance and skills of employees. 1.2. Problem Statement In this study I try to examine the relationships between work motivation and performance of the employees and their perception about innovation through establishing organizational creativity climate in the telecommunication organizations. There is very high competition among the telecommunication organizations because these organizations are growing rapidly all over the world by establishing creative climate among employees, in which organizational members are generating new and novel ideas for development and gain competitive advantage in telecommunication market. Various studies have been conducting to examine relationships of organizational climates and employee performance through bringing change in the telecommunication organizations which have ultimately purpose to develop the organizations works, human processes, technologies, structures, strategies, and human resources. But it is too difficult to implementation successfully of any intervention in the telecommunication organ izations without diagnosing the problem because most of the employees dont want to any change. These people are strongly satisfied with current work and they dont accept any change due to lack of education, knowledge, skills, training programs, and negative attitude and also their motivation level is very low. So these types of people firstly require increasing their motivation level and capabilities for understanding the new phenomena of creativity climate and the managers should do fully cooperate with the people for increasing their motivation level and capabilities. 1.3. Contribution in the study Previous studies have been conducted on organizational creativity climate and examined its impact on different variables like perceived innovation, work motivation, job satisfaction, and organizational commitment. Very recently (Lin and Liu, 2012) distinguished the positive relationships between organizational creativity climate and perceived innovation and determined mediation role of work motivation between their relationships and they also recommended in this study for future research that the evidence for the relationships between climate and performance is reasonably convincing (Anderson and West, 1998), but to understand the relationship in depth will require consideration of the subtle dynamics among antecedents, mediating process, and contextual contingencies. In this study we want to examine the relationships between organizational creativity climate and perceived innovation and also work performance of the employees and mediation role of work motivation. The employees wor k performance would also include in the model because it may possible currently employees performance would be high but perception about innovation will be low and it also may possible their perception will be high but performance will be low as well as also possible perception will be high and performance also high. So I want to examine the impact of creativity climate on work performance and perceived innovation of the employees through work motivation level. 1.4. Research Questions There are three research questions are following under: Will creativity climate increase the employees motivation, perceived innovation and employees performance? Will employees motivation increase the perceived innovation and employees performance? Will employees work motivation play mediation role? 1.5. Significances and Implications of the Study This study will help the leaders and managers of the telecommunication organizations by establishing flexible and creative climate for increasing the motivation level and perception about innovation and performance of the employees. The managers should conduct training programs in which improve the employees skills, knowledge and attitudes that way they will be motivate to adopt change and intervention for sustainable development of the telecommunication organizations. It will help managers and practitioners to diagnose the problems of employees who dont want to accept change in the telecommunication organization then to motivate them for taking participation in innovatively change management. 1.6. Objectives of the study There area following objectives of this study; Examine the relationship between organizational creativity climate and work motivation. Determine the relationship between organizational creativity climate and perceived innovation. Examine the relationship between organizational creativity climate and work performance. Examine the relationship between work motivation and perceived innovation. Examine the relationship between work motivation and work performance. Examine the mediation relationship of work motivation between creativity climate and perceived innovation and employee performance 1.7. Definitions of Key Interest Variables There are four variables which have used in this study first independent variable is organizational creativity climate (mean to establish a creative climate in which people develop new and novel ideas and bring innovative change in the organization for the sustainable development of the organization), second mediation variable is work motivation (mean to increase the intrinsic motivation of the employees by establishing flexible and creative climate in the organizations), and third dependent variables are perceived innovation (the perception about innovation would be positive of the employees when organizations establish creative climate inside the organizations then it leads for sustainable development of the organizations) and employees work performance (employees work performance would also increase by establishing the organizational creativity climate, increasing their work motivation level and when their perceptions about innovation being also positive). 1.7.1. Organizational creativity climate Creativity can also defined as the capabilities to generate new and novel but appropriate ideas which can be adaptable for tasks constraints (Sternberg Lubart, 1999). According to Amabile (1996) founded eight factors which used for the measurement of organization creativity climate. First six factors (organizational encouragement, supervisory encouragement, working group support, freedom, sufficient resources and challenging work) are considered environmental stimulants and last two factors (organization impediments and workload pressure) are considered as obstacles to creativity. 1.7.1.1. Organizational encouragement The organizational encouragement described to establish organizational culture and climate which encourage the creativity by fair productive judgment of ideas, device of developing new ideas, compensation and recognition for creative and innovative work, actively sharing the ideas, and shared the purpose and vision that where the organization want reach (Amabile et al., 1996). 1.7.1.2. Supervisory encouragement The supervisor plays role as a good work model, sets appropriate goals, supports the effective teamwork in the different groups, values the each members contribution and participation, and shows the confidence in the work group (Amabile et al., 1996). 1.7.1.3. Working group supports The diverse people are working in the groups which are doing work according to their specific skills, communicating well with each other, opening new ideas, constructing challenges of each other works, helping, trusting and cooperating with each other, and feeling commitment with the work (Amabile et al., 1996). 1.7.1.4. Freedom Empowering the freedom and autonomy to the people of the group in which they do manage their own current works effectively and efficiently by developing new innovative and creative ideas as well as mean they have full control all over their works (Amabile et al. 1996). 1.7.1.5. Sufficient resources The access of appropriate resources including information, money and funds, facilities, materials, and other instruments and equipments for completing works in the different groups of the organizations (Amabile et al., 1996). 1.7.1.6. Challenging work The challenges and to do work hard by the people for accomplish difficult tasks and projects of the organizations in a specific time limit (Amabile et al., 1996). 1.7.1.7. Organization impediments The culture of the organization that create obstacles for establishing the creativity climate in the organization through harsh criticism of new ideas, internal politics problems, destructive internal competition, over emphasizes on status quo, and an avoidance of risk (Amabile et al., 1996). 1.7.1.8. Workload pressure The pressure of over loading work can also create obstacles for creativity environment in which includes extreme time pressure, distractions for creative work, and unrealistic expectations for productivity (Amabile et al., 1996). 1.7.2. Work Motivation Work motivation defined as the employees exert high level of effort by motivating themselves for achievement of tasks effectively and efficiently related their jobs in the organization (Ambrose and Kulik, 1999). 1.7.3. Perceived Innovation Van de Ven (1986) defined the perceived innovation as a positively thinking about the innovation that generating, designing, developing and implementing the new knowledge, ideas, changes or interventions successfully in the organization for current problem solving and sustainable development or growth of the organizations. 1.7.4. Employee Performance Work performance means the outcomes of the employees about their work and objectives align with the organizations goals and objectives that are achieved by the employees to work effectively, efficiently and motivation and work performance of the employees measuring using different techniques of performance appraisal system. CHAPTER 02 LITERATURE REVIEW 2.1. Organizational Creativity Climate 2.1.1. Definitions Creativity can be defined as the invention of new and novel ideas that contributes to innovation, means the transformation of these ideas into practical and valuable new products, the creativity is normally supposed to occur as a role dealing with the persons and the circumstances (Scott Bruce, 1994; Amabile, 1996). Creativity can also defined as the capabilities to generate new and novel but appropriate ideas which can be adaptable for tasks constraints (Sternberg Lubart, 1999). Van de Ven and Angel (1989) defined the term innovation is about procedure for designing, developing and implementing of a new and novel ideas. The climate can be defined as the observed and chronic pattern action, perceptions, feelings, and believes which exemplify life in the organization (Ekvall, 1999). Pattersen et al., (2004) defined the climate as a function of mutual views and points with respect to individuals believes and perceptions about the policies, laws, practices and procedures in the o rganization. Mclean (2005) argued that the culture and climate are interchangeable or interlinked with each other in the organizations. The differences needed to highlight which are essential when conducting the researches in the perspective of organizational creativity climate and innovation (Amabile, Coon, Conti and Lazenby, 1996). McLean (2005) argued that organizational culture is concerning intensely held meanings, beliefs and assumptions whereas organizational climates are feelings or perceptions, feelings of, experiences in, the instantaneous environment of work. It is becoming progressive more essential for the organizations employees to analyze and understand the both internal and external climates for them. In these unstable and particular era of knowledge able economy in which the organizations need to increase the productivity on the employees and also essential for increasing the creativity of the employees (Borghini, 2005). Organizational creativity climate defined to establish creative working environment in which identify the organizational works that facilitate the creative thinking and innovative novel ideas in the organization (Amabile et al., 1996). The technological challenging environment in which there are increasing the globalization and competition with speedily and organizations require solving the current problems related products, services and procedures by generating and implementing the new novel ideas (Atwater and Carmeli, 2009). So, the main purpose of today has been becoming that to increasing the creativity and innovation of the employees in the organizations which is major requirement for the organizations success in future. 2.1.2. Outcomes of Organizational Creativity Climate Amabile (1988) proposed a theoretical model of creativity climate and innovation in the organizations in which he explained the two main factors of different elements that assimilate the componential model of individual creativity into the organizational climate. He elaborated the first elements is organizational components (management practices, resources and organizational motivation) of model that estimated the overall innovation within the organizations and these components affect the work climate of individuals within the organizations. Where as second elements are individual components (expertise, task motivation and creativity skills) of model which affected by above organizational components that predicted the overall creativity with in the organizations. Amabile (1993) examined the relationships between work climate and personality and intrinsic motivation. He discussed that personality and organizational climate influenced significantly on intrinsic motivation of the empl oyees. There have been founded the significant relationships of these dimensions; Organization encouragement, supervisory encouragement, work group support, challenging work and organizational impediments with the organizational creativity climate but also have identified the non significant relationships of these factors freedom, sufficient resources and work load pressure with the organizational creativity climate (Amabile, Conti, Coon, Lazenby and Herron 1996). Andersen and West (1996) have developed the four factor model in which measuring the climate for work group innovation. The have taken collected data form 155 individual of 27 hospital management teams and concluded these four dimensions (vision, participative safety, task orientation and support for innovation) significantly related with the organizational climate for the innovative development of the work group or teams. Baer and Frese (2003) have collected data from 47 German mid sized companies and founded positive and significant relationships between climate for initiative and goal achievement and return on assets and also founded significant relationships between climate for psychological safety and goal achievement and return on assets. They have also examined the significant moderation affect of process innovation between climate for initiative and goal achievement and return on assets and also identified the moderation affect of process innovation between climate for psychological safety and goal achievement but they have founded non significant its moderation affect between climate for psychological and return on assets. The high quality LMX in the organization climate and it also motivate the organizational employees; for increasing their creative and innovative capabilities (Carmeli and Atwater, 2009). A research has been determined that the leaders created momentum at workplace in the organization for promoting the creativity of the employees by progression of behavior supporting the high quality interpersonal relationship with their employees and motivate them to do innovative work for the development of organization in future (Carmeli and Atwater, 2009). They founded the perception of employees about supportive and high quality relationships among them and their leaders also as well require synergy for their effective management that way they can adopt the innovative and creative work in the organization. A study investigated the significant relationships between psychological climate and job involvement and effort and performance, and effort and job involvement significantly related with job performance as well as effort played full mediation role between job involvement and job performance (Brown and Leigh, 1996). Another study propped a theoretical framework which influenced the organizational creativity and innovation she explained this model on the basis of theories and past studies literatures. She elaborated that when well recognized mediating st ructures that affect creativity are deliberately renewed then the creativity of any firm is achieved (Borghini, 2005). Choi (2005) identified the individual and contextual predictors of creative performance and also examined the mediation affect of psychological processes. He collected data from 28 instructors who were teaching the 450 students and founded direct and significant positive relationships between psychological processes (creative self efficacy and creative intention) and creative performance. He has been also originated psychological processes played significant full mediation role in the relationships of individual characteristics (intrinsic motivation, extrinsic motivation, creative personality, cautious personality and creative ability) and contextual factors (supportive leadership and open group climate) on creative performance. The study investigated the significant relationships between organizational realities and organizational outcomes and organizational cli mate and its determinants (structures, policies, tasks, goals, strategies, leaderships, resources, work load, technologies and staff characteristics) have played mediation role in the relationships of organizational realities and organizational outcomes (Ekvall and Ryhammar, 1999). Griffin (2000) has conducted study to examine the link of safety climate with safety performance, knowledge and motivation and he has conducted two studies on this topic. In first study data has been collected from 1403 employees of seven Australian manufacturer and mining organizations and founded the significant positive relationships between safety climate (management values, safety inspections, personal training and safety communication) and components of safety performance (safety compliance and safety participation) and also examined the significant partial mediation of safety knowledge in the relationships of safety climate and safety compliance (first component of safety performance) but not si gnificant mediation affect between climate and safety participation (second component of safety performance). In second studies he did analyze the mediation affect of compliance motivation, safety knowledge and participation motivation and data collected from 381 employees of Australian manufacturer organizations. He has concluded the significant positive relationships between safety climate (management values, safety practices, safety training, safety equipment and safety communication) and components of safety performance (safety compliance and safety participation) and also examined the significant partial mediation of compliance motivation, safety knowledge and participation motivation in the relationships of safety climate and components of safety performance (safety compliance and safety participation) but significant negative affect of compliance motivation between climate and safety participation (second component of safety performance). Ismail (2005) has examined the relati onships of organizational learning, organizational creativity climate on innovation. She collected data from 259 employees who were working in 18 private sector organizations (small, medium and large size organizations) and founded significant relationships between learning organizations and organizational innovation and also determined the significant relationships between creativity climate of organizations and its innovation. 2.1.3. Dimensions of Organizational Creativity Climate The previous studies and literature shows broad range of organizational innovations dimensions including both internal and external (Amabile, Coon, Conti, Herron and Lezenby, 1996). The combination of both employees personal creativity and climate factors of the organizations which are essential for developing a creative and innovative attitude, perception, believe and behavior at workplace of the employees within the organizations (Einarsen and Matheisen, 2004). The previous studies have examined the many different individual differences in creative persons like openness to experience (Helson, 1999), cognitive style (Kaufmann, 1991), intrinsic motivation (Amabile, 1996) and this is only possible when organization will try to set up a creative and innovative climate. According to organizational creativity climate several dimensions have analyzed in the literature, for instance dimensions introduced by Amabile in 1996 and MacLean in 2005. 14 different dimensions for measuring the or ganization creativity climate revealed by the authors after review of 42 research papers in which dimensions are includes; positive supervisor relations, challenges, resources, positive peer group, mission clarity, positive interpersonal exchange, top management support, autonomy, intellectual stimulation, flexible and risk taking, participation, reward orientation, organizational integration and product emphasizes (Bedell, Hunter, and Mumford, 2007). The behavior measured by different dimensions, like planning and setting goals appropriately, raising employees energy, showing openness to new ideas, shaping quality communication, interaction with work unit members, supporting group work, value individual contribution, providing constructive feedback, and showing confident (Atwater and Carmeli, 2009). Ten rules for transforming innovation which addressed on decisions, control of action, and the use of hierarchal structure, information, lack of encouragement or supervisory support and regarding culture perspectives which are possible to results reduce the innovation and creativity (Kanter, 1983). The dimensions of creativity climate assesd by situational outlook questionnaire which are using for the measure of climate for creativity and change, these dimensions are including challenge/involvement, freedom, trust/openness, ideal time, playfulness/humor, conflict, idea support, debate, and risk taking (Isaksen, Lauer and Ekvall, 1999; Isaksen, Lauer, Ekvall, and Britz, 2001). According to Amabile (1996) founded eight factors which used for the measurement of organization creativity clime. First six factors (organizational encouragement, supervisory encouragement, working group support, freedom, sufficient resources and challenging work) are considered environmental stimulants and last two factors (organization impediments and workload pressure) are considered as obstacles to creativity. In this study, I have used these eight dimensions of that scale which devel oped by Amabile et al., in 1996, because these dimensions also recently used by the Cilla in 2011 and very recently used these dimensions by Lin and Liu in 2012, they concluded the significant relationships organizational encouragement, supervisory encouragement, working group support, sufficient resources, freedom and challenging work with perceived innovation. Table 1. Dimensions and Items of Organizational Creativity Climate (Amabile et al., 1996). Dimensions Items Organizational Encouragement This organization is encouraging the employees to solve the problems in creative way. The mechanism of this organization is very supportive in which developing and encouraging the new and novel ideas. This organization judges fairly all ideas. This organization is encouraging the employees to do creative work by fairly distributing rewards. Ideas are flowing actively and lively in this organization. In this organization, people have clear knowledge about vision, mission and goals so that they are trying to do work effectively. Supervisory Encouragement My supervisor plays a good role model for me. My supervisors set the goals and objective appropriately. My supervisors encourage and support my job in group with in this organization. My supervisors give the value of individual works and ideas to projects and he encourage me to increase my confidence level in the work group. Work Support Group In my work group, people are communicating freely and openly with each other for doing works creatively. In my work group, people have variety skills to do creative works. In my work group, I have much influence over work and work related elements. In my work group, people are creating new and novel ideas. In my work group, people are highly committed to (our) works. In my work group, people are encouraging to build trust and do help with each other for solving the intermingled problems in creative way. Sufficient Resources This organization is providing me appropriate resources according to need my works. This organization is providing me all available facilities related my works and the project requirements. This organization is providing me all require data for completing projects effectively. This organization is providing me complete Information, adequate materials and sufficient funds to do work effectively. Freedom This organization encourages me to get feedback from other employees about my work performance. This organization empowers me to decide my work that how works can be carries out effectively. This organization delegates me by establishing flexible and creative climate in which, I have full control over my own works and ideas. This organization supports me to create new ideas and take decision freely which idea is better for doing works effectively. Challenging Work In this organization my current work is very challenging. In this organization I am doing work on very important projects. In this organization I need to do complete my work successfully and urgently which is requirement of organization. In this organization my works tasks are very challenging and recognize me as a best worker. Organizational Impediments In this organization many people are facing several problems due to negative political environment. In this organization, generating very harsh and criticize ideas. In this organization top management is focusing on status quo and dont wants to any creative change. In this organization people are feeling pressure to adopt any creative change for the improvement of product quality. Work Load Pressure In this organization, I have very short time to complete my works properly. In this organization employer expects to me to accomplish too much works by using insufficient resources. In this organization, I have no clear information and direction to complete projects successfully. In this organization, I have lack of facilities, inappropriate materials and insufficient funds to do complete project effectively. 2.2. Work Motivation 2.2.1. Definitions Porter and Lawer (1968) firstly defined the two categories of motivation intrinsic motivation and extrinsic motivation Intrinsic motivation defined as the motivators to do perform work its willingly while extrinsic motivation define as to do perform work due to tangible reward or monetary compensation etc. Pintrich and Shunk (1996) defined the term motivation as linking process that happen when individual person start and maintain the all his/her activities, works and actions regarding goal direction in the organization. Work motivation defined as the employees exert high level of effort by motivating themselves for achievement of tasks effectively and efficiently related their jobs in the organization (Ambrose and Kulik, 1999). 2.2.2. Outcomes of work motivation The internal motivation of the employees can increase their satisfaction and commitment level with the works and they are highly committed with the beliefs and values of the group (Vansteenkiste et al., 2006). A study investigated the significant positive relationships among motivational orientation (intrinsic motivation and extrinsic motivation), organization innovative climate and innovative behaviors. Data was collected from 254 employees of Taiwanese enterprises and have been founded significant relationships of motivational orientations and organization innovation climate with innovative behaviors of the employees and the study has also examined the significant moderation affect of extrinsic motivation in the relationships of intrinsic motivation and innovative behaviors. There has been also determined the non significant moderation effect in the relationships of intrinsic motivation and innovative behaviors and intrinsic motivation has played moderation role between extrinsic motivation and innovative behaviors, finally organization innovation climate has also played significant moderation role between extrinsic motivation and innovative behaviors (Kao and Tsai, 2004). Another study has been conducted to examine the associations of various bases of power, behavior alteration techniques, immediacy behaviors and use of affinity seeking techniques of the teachers with motivation of students and data was collected from 366 students. The studys results have been founded significant and positive associations of immediacy behaviors and use of affinity seeking techniques of the teachers with the motivation of students and significantly negative association of teachers various bases of power with the students motivation and also determined the non signification association between behavior alteration techniques of teachers and motivation of students (Richmond, 1990). 2.2.3. Dimensions of work motivation The very famous studies of motivation in which explained various dimensions of motivation by different authors (Maslow, Alderfer, Hertzberg, McClelland, McGregor, Vroom, Edwin Locke etc) in history which dimensions of motivation presented today by the name of motivational theories (Hierarchical theory, ERG theory, Two factors theory, Three needs theory, Theory X Y, Expectancy theory, goal setting theory, equity theory and job characteristics model etc). Maslow (1958) proposed five basic dimensions of motivation by the name Maslows hierarchical needs theory in which dimensions are including: physiological needs (Needs to satisfy hunger and thirst), safety needs (needs to feel that is world is organize and predictable, need to feel safe, secure and stable), social needs (need to love and be loved, to belong and be accepted, need to avoid loneliness and alienation), self esteem needs (need to self esteem, achievement, competence, and independence, need for recognition and respect from others) and self actualization needs (need to live up to ones fullest and unique potential). Alderfer (1972) proposed three dimensions of motivation by the name ERG needs theory in which are including dimensions: existence needs (Maslows fundamental needs), relatedness needs (needs for interpersonal relations) and growth (needs for personal creativity or productivity influence). Hertzberg (1959) proposed two factors theory of motivation one factor is presenting the name of hygiene factors that were led to dissatisfaction and another is motivator factor that were led to satisfaction. Hygiene factors are including dimensions: company policy and administration, supervision, work condition, salary relationship with peers, relationships with supervisor, personal life, and relationships with subordinates, status, and security. Motivational factors are including dimensions: achievement, recognition, work itself, responsibility, advancement and growth. McClelland (1962) introduced t hree dimensions of motivation by the name three needs theory in which are including dimensions: needs for achievement, needs for affiliation needs for power. McGregor (1960) defined two types of characteristics of person for motivation by the name of theory X and theory Y and in which theory X present the person who is lazy in doing work effectively and theory Y represent that person who is willing to do work effectively and efficiently at inside and out side the organization. Edwin Locke (1968) introduced goal setting theory of motivation; he argued that employees would be much motivated when they do set their own goals by participation with the managers or employers in the organizations. He suggested that the goals ought to be specific, measurable, achievable, realistic and timely. Vroom (1964) proposed expectancy theory for motivation; he elaborated three dimensions which were led to over all motivation of the employees and these dimensions are valence (the significance associati on between individuals work and his/her expectation), expectancy (the faith that better effort will result in better performance) and instrumentality (the faith that if he/she perform well then a valid outcome will be there). Self-determination theory (STD) recommended that autonomous motivation consists on intrinsic motivation, integration of regulation, extrinsic internalized motivation, identification of regulation, and motivation which is controlled motivation, regulated of external behavior, interjected of regulation (Deci Gagne, 2005). Subordinates may be satisfied with the both categories of motivation for improving their performance and the challenging and these tasks and objectives serves like optimistic feedback that increases the intrinsic motivation (Deci, 1975). Armstrong (2006) distinguished that there were some factors that can be used for manipulation of the humans or employees behavior and these factors are including; autonomy and have control for management of own resources, to value the importance of work, freedom to do act, develop and improvement of capabilities, having career development opportunities and scope for use. Minbaeva (2008) supporting the arguments that people who are intrinsically motivated involved ego in their works, perceived positively about further works, more committed with their works, and effected much on the works of organizations for its future development. Hackman and Oldham (1976) developed job characteristics model (JCT) in explain the important dimensions for increasing the motivation level of employees and dimensions are including; skills variety, task identity, task significance, autonomy and feedback. Skills variety: number of different skills required. Task identity: completion of task provides a clearly identified outcome. Task significance: job has impact on others. Autonomy: freedom to complete task as one sees fit. Feedback: job provides information about performance. In this study we have used Job characteristics model for measuring the work motivation and considered these dimensions can fulfill the certain conditions in which employees do work effectively. These dimensions were much predicted to show high performance, greater productivity, high commitment, better attendance, positive behavior, and reported high level of work motivation and satisfaction of the employees. Recently these dimensions also have been used by Lin and Liu in 2012 at Taiwan for measuring the work motivation level of employees and their study was more relevant to our studys topic. Table 2. Dimensions and Items of Work Motivation Model (JCT) (Hackman and Oldham , 1976). Dimensions Items Skills Variety My job is totally depend upon me to do my work effectively and I can use different skills and technologies to do complete my job effectively. My job creates lot of varieties and gives opportunities to do achieve effectively job related tasks from start to end. Task Identity My job increases my capabilities to perform all functions independently of my supervisors and managers. Task Significance My job is very important and has influence on decision which can significantly affect the organizational works My job can significantly affect the work performance of other employees in this organization. Job Autonomy My job has designed purposely and I known that how it will be relate with the organizations mission and vision. Feedback My supervisors provide me fairly and positive feedback after accomplishment of my work creatively. The review of literature of employees work motivation presents that the employees needs to enjoyment, self-expressions, personal challenges, interests and satisfaction at workplace when they do work in any organizational set up (Amabile, 1993). The creativity capabilities and innovative experiences must be attached to the employees motivation for generating new ideas and establishing creative climate by improving the quality of employees behavior at workplace (Amabile, 1988). 2.3. Perceived Innovation 2.3.1. Definitions Van de Ven (1986) defined the perceived innovation as a positively thinking about the innovation that generating, designing, developing and implementing the new knowledge, ideas, changes or interventions successfully in the organization for current problem solving and sustainable development or growth of the organizations. 2.3.2. Outcomes of the studies variables 2.3.3. Dimensions of perceived innovation The dissemination of new ideas or entity about innovation term among people in well defined system of any society has been concerning according to the diffusion theory of innovation within sociology. Various diffusion studies have conducted in rural areas society by the many rural development sociologists and have concerned new designing and framing method or implementation. Bernett (1953) was proposed firstly the important characteristics of innovation and perception of people about innovation. The diffusion of innovations model has been developed by the Rogers in 1962 and he elaborated that how innovations enter into the social system. Very few researches have conducted on the perception of potential adopters mean perceived innovation of the employees before adopting any innovative change. Rogers Shoemaker (1971) found 49 to 87 percent variation in rate of adopters to adopt any innovative change in the organization, but these studies were not focused on the perception of those e mployees about innovation. They developed important typologies for the evaluation of innovation and then there have abundance of arguments related innovation adoption of innovations. Runyon and Steward (1987) used five characteristics for measuring the perceived innovation and these attributes of perceived innovation are including: Relative advantage, Compatibility, Complexity, Price, and Uncertainty. Ram and Seth (1989) used only three dimensions for measuring the perceived innovation and these dimensions of perceived innovation construct are including: Compatibility, Price and Uncertainty. Gatignon and Robertson (1991) identified nine factors for measuring the perceived innovation and these factors of perceived innovation are including: Relative advantage, Compatibility Complexity, Observability, Trialability, Price, Uncertainty, Product symbolism, and Marketing strategy. Rogers (1995) introduced five attributes for measuring the perceived innovation and these attributes of percei ved innovation are including: Relative advantage, Compatibility Complexity, Observability, Trialability. Petter and Olson (1996) recognized eight elements for measuring the perceived innovation and these elements of perceived innovation are including: Relative advantage, Compatibility Complexity, Observability, Trialability, Price, Product symbolism, and Marketing strategy. The definitions or concepts of these all of above attributes, dimensions, factors, or elements are as following under: 2.3.2.1. Relative advantage: The degree to which an innovation is perceived as being better than its precursor or superior to the competitive products. 2.3.2.2. Compatibility: The degree to which an innovation is perceived as being consistent with existing values, needs, and past experiences of potential adopters. 2.3.2.3. Complexity: The degree to which innovations is perceived as being difficult or understand to use it. 2.3.2.4. Observability: The degree to which the results of an i nnovation are observable or describable to others. 2.3.2.5. Trialability: The degree to which an innovation may be experimented or tried before adoption. 2.3.2.6. Price: The degree to which cost of the new product or innovation 2.3.2.7. Uncertainty: The degree to which an innovation as being may risk be real or perceived and unclear about the outcome or consequences. 2.3.2.8. Product Symbolism: The degree to which an innovation as being meaning, purpose and experiences about the product and using it. 2.3.2.9. Marketing Strategy: The degree to which an innovation as being identify the specific type of the strategy require able for the innovation or new product introduces in the market. In this study we have used five items that adopted from KEYS scales and this scale developed by Amabile et al., 1996 for measuring the perceived innovation and considered these items can fulfill the certain conditions in which employees do work effectively. Recently these items also h ave been used by Lin and Liu in 2012 at Taiwan for measuring the perceived innovation of employees and their study was more relevant to our studys topic. Table 3. Items for measuring the Perceived Innovation (Amabile et al., 1996). Variable Items Perceived Innovation In this organization, area of my job is creative and innovative. In this organization, area of job is providing me opportunities to create new and novel ideas to do work effectively. In this organization, overall working environment is encouraging to my own creativity. In this organization, creation of new and novel ideas is including in daily routine works. In this organization, overall climate of works group is creative in which group members do decision for creating novel ideas for the its development. 2.4. Work Performance 2.4.1. Definitions Job performance concerns the knowledge, skills and attitudes that are required to enable an individual to perform the activities listed in the job description as per the competency profile that a human resource or similar professional may have developed through job analysis. Work performance means the outcomes of the employees about their work and objectives align with the organizations goals and objectives that are achieved by the employees to work effectively, efficiently and motivation and work performance of the employees measuring using different techniques of performance appraisal system. 2.4.2. Past studies and Dimensions of work performance Currently the most of studied are conducting to measure the performance by reactions of user to performance appraisal (Jawahar, 2007). The reactions are approximately always appropriate and adverse reactions can to difficult the largest part carefully constructed the system of appraisal (Murphy and Cleveland, 1995). The very few studies assumed the expression of performance appraisal and its effect on employees commitment and work performance instead of testing the employees performance critically (Williams and Levy, 2004) the described the most of the studies conducted to examine the relationships between reaction of performance appraisal, attitude and behavior of the employees. The determinations of individual person differences which can effect the association between reactions of the performance appraisal and employees work performance of the individual may discover the situations in which performance appraisal is much or less effective that study such as to capitulate resul ts of relatively in practical (Fletcher, 2001). The fundamental activities of performance appraisal are Goal setting and feedback that are broadly assumed the impact of performance positively by increasing specific information, knowledge, and motivation which are important for increasing the performance of employees (Fletcher, 2001). Kuvaas (2006a) concluded the positive association between reactions of performance appraisal and commitment of the organization and intrinsic motivation plays moderate role between their relationships. The positive association founded between reactions of the performance appraisal and employees work performance in which autonomy orientation acts as moderate between their relationships (Kuvaas, 2007). Kuvaas (2011) found the increasing and positive interaction between reactions of the employees and employees work performance in which feedback plays moderate role between their relationships. In this study we used the 6 dimensions (acceptability, har d working, extra effort, better perform, engagement of job, and quality of work) of Kuvaas for measurement and identify the work performance of the employees because Kuvaas constructed the advance dimensions of work performance. Table 4. Items for measuring the Work Performance (Kuvaas, 2011). Variable Items Work Performance I always perform better than the expectations of my supervisors. I always try to work hard for completing my task in time. I always spend extra time for achieving tasks effectively. I frequently do perform excellent and get reward from my supervisors. My works quality is very high for performing well to achieve any task effectively. I always committed with my job rather than just do job. 2.5. Relationships of Organizational Creative Climate with Work Motivation, Perceived Innovation and Work Performance Various studies have examined that creative behavior of employees in the organization strongly affected by the employee motivation (Shalley et al., 2004; Griffin and Neal, 2000; Brown and Leigh, 1996; Oldham and Cummings, 1996). Mitchell (1982) viewed that job design has been supposed to support the employees motivation and has been long measured an important contributor to performance, motivation and satisfaction of employees. The perceptions in the perspective of organizational creativity climate were affected by employees motivation for generating new and novel ideas in the organizations (Amabile, 1996). West and Richards (1999) described that the cognitive arrangement of both factors working environment and personal qualities are fostered the creative behavior at workplace. The organizational climate significantly influenced on the employees perceptions, attitude, cognition and behavior (Hoffmann, 1997) and climate has been affected the performance of the employees by the ma nipulation and modification of their psychological process (Isaksen et al., 2001). The main objective of the organizational creative climate is to examine those variables by which organizational ability can transfer the positive knowledge, skills and attitude into its employees for increasing their performance and effectively achievement of organizations goals (Abbey and Dickson, 1983; Denison, 1990; Baer and Frese, 2003). The creative climates supports for the creation, perceptions about innovation, consideration, develop new products and provision of new services, technical ways for work designing, as well as creative climate promotes understanding, concept, approaches, utilization, and adoption of new and novel ideas for the sustainable development of the organizations in future (Isaksen et al., 1999). Kao and Tsai (2004) founded the positive relationships between innovative behavior and organizational creativity climate and data was collected from 254 employees of Taiwanese e nterprises. The creative climate affected the innovation of organizations or firms (Ismail, 2005). Porter (1996) identified there was uncompleted understanding of organizational behaviors and adopters performance at individual (micro) and organizational (macro) in complex and dynamic climate of the organizations. Many researchers have suggested that to examine the relationships of organizational climate and performance at different levels individual and organizational level (Klien et al., 2000; Hitt et al., 2007). Most of the studies have identified that creative climate was an important factor for increasing the performance in the organizations (Amabile et al., 1996; Ekvall, 1996) and various studies have also examined the relationships between organizational creative climate and outcome (Payne and Pugh, 1976; Abbey and Dickson, 1983; Eckvall and Ryhammer, 1999; Baer and Frese, 2003). The organizational creative climate was affected the performance of teachers at campus (Chiou, 200 2). Choi (2004) identified that there were some variables which create obstacles for creativity climate in the organizations and these variables can hinder the performance of the employees for adopting any innovative change as well as also would disturb the employees psychological mechanism but these variables yet not have been investigated systematical in various studies. Amabile (1988 1996) developed a componential model of the organizational creativity climate that addresses the individual work performance and perception about innovation of the employees at workplace. According to the Amabile model, she recognized two main factors which are important for examining the organizational creative climate first factor was climate stimulants in which includes six dimensions (organizational encouragement, supervisory encouragement, work group support, freedom, sufficient resources and work challenge) and these dimensions supports the creative climate and second factor was climate obstacles which consists on two dimensions (organizational impediments and workload pressure) and these dimensions hinder the creative climate in the organizations. We hypothesized according to aforementioned studies and arguments that: H1a: There is positive relationship between organizational stimulants (organizational encouragement, supervisory encouragement, work group support, freedom, sufficient resources and work challenge) to creative climate and work motivation. H1b: There is negative relationship between organizational obstacles (organizational impediments and workload pressure) to creative climate and work motivation. H2a: There is positive relationship between organizational stimulants (organizational encouragement, supervisory encouragement, work group support, freedom, sufficient resources and work challenge) to creative climate and perceived innovation. H2b: There is negative relationship between organizational obstacles (organizational impediments and workload pressure) to creative climate and perceived innovation. H3a: There is positive relationship between organizational stimulants (organizational encouragement, supervisory encouragement, work group support, freedom, sufficient resources and work challenge) to creative climate and work performance. H3b: There is negative relationship between organizational obstacles (organizational impediments and workload pressure) to creative climate and work performance. 2.6. Relationships of Work motivation with Perceived Innovation and Work Performance Now days, the management style is changing rapidly in all over the world (Robbins, 2000). In the changing environment of world most of the organizations leaders are managing the human resources through increasing the motivation and innovation capability of their followers or employees because the employees motivation is organizations life blood (Sharma, 2006). Effective and efficient organizations can increase the motivation level of employees for gaining these competitive advantages like decrease turnover intention and absenteeism; increase the productivity, work life satisfaction and revenue; and improve the work performance (Lin, 2007). So it is main responsibility for the organizations leaders establish the assumptions to keep motivate their employees (Birkin, 2006) and these assumptions can lead the leaders to make mistakes when they are trying to keep motivate their followers/employees (Simon and Enz, 2006). Persona social life and work, Management style, structure and cul ture as well as environment of the organization affect the motivation level of employees (Lin, 2007). There are many theories Maslows (needs hierarchy theory), MeClellands (personality approach), Victor Vrooms (Expectancy theory) that support this hypothesis that when employees motivation will increase their work performance also increase. Beside it Vrooms VIE theory, Locke and lathams goal theory, Bangharas self efficacy theory, Weiners attribution theory, Hertzbergs (job design theory), Adims (Equity theory), these theories help to develop and improve the behavior of the employees and provide positive thinking to leaders and employees that increase their other motivation level for doing work effectively and willingly (Drake and Kossen, 2002). H4: There is positive relationship between work motivation and perceived innovation. H5: There is positive relationship between work motivation and work performance. 2.7. Mediation role of Work motivation There is significant association between clinical symptoms and functioning and intrinsic motivation plays mediation role between their relationship (Yamada, Lee, Dinh, Barrio, and Brekke, 2010) they have concluded there is negative relationship between symptoms and functioning when intrinsic motivation plays fully mediation role between their relationship. There is association between instructor learning and student and intrinsic motivation does act as a mediator between their relationship (Richmond, 1990) he investigated the positive relationship between the instructor behavior and motivation level of the student for learning more and effectively. The characteristics for the motivation is self determination theory and work motivation in which elaborate the basic needs, desires and general necessities for education, nourishment and attaining knowledge which are essential for human development and reality (Sheldon, Deci, Ryan Kasser, 1996). The characteristics for the motivat ion is self determination theory and work motivation in which elaborate the basic needs, desires and general necessities for education, nourishment and attaining knowledge which are essential for human development and reality (Sheldon, Deci, Ryan Kasser, 1996). There are important and fundamental psychological needs (competence, autonomy, and relatedness) which influence the intrinsic motivation of the employees and work climate which support satisfaction of the three fundamental psychological needs will increase the motivation level of the employees intrinsically and it support internalization completely of the extrinsic motivation of the employees and ultimately it effect the employees work outcomes, changing behavior positively, effective performance, job satisfaction, organizational citizenship behavior, and positive attitude, well being and psychological adjustment of the employees (Gagne Deci, 2005). Researchers have postulated the importance of determining the mediation affect of work motivation between climate and performance (Kopelman at al., 1990; Petterson et al., 2004). There were significant relationships of work motivation as mediation between organization creative climate and perceived innovation (Lin and Liu, 2012). The above mentioned arguments were elaborated the mediation role of work motivation between organizational climate, leadership, and individual behavior, perceived innovation but never proposed any study in which examine the mediation affect between organizational creative climate and current work performance of the employees in the Pakistani organizations. So on the basis of above past studies we hypothesized that: H6a: Employees work motivation plays mediation role between organizational creativity climate and perceived innovation. H6b: Employees work motivation plays mediation role between organizational creativity climate and work performance. Organizational Creativity Climate Work Motivation Perceived Innovat ion Work Performance