Research on the evaluation of enterprise’s organization innovative climate based on intuitionistic fuzzy number

Abstract

Innovation is the effective weapon for enterprises to face complicated dynamic environment, and to obtain long-term competitive advantages. Organization innovative climate can promote enterprises’ innovative capability and performance through affecting individual staff attitude, motivation and innovative activities. Therefore, by evaluating organization innovative climate of enterprises with scientific methods, weak points can be discovered and adjusted, so promotion of organization innovative climate is the essence of maintaining enterprises’ innovative energy. Based on domestic and overseas scholars’ research, this paper illustrates new quantitative evaluation method: enterprises’ organization innovative climate on the basis of intuitionistic fuzzy number. Indicators are scored through newly constructed evaluation indicator system. Scores of enterprises’ organization innovative climate are obtained through the calculation of intuitionistic fuzzy number. This model which is more scientific and completed, avoids the awareness of much evaluation information. And it enriched enterprises’ organization innovative climate evaluation theory and methods. At last, the feasibility and practicability of the approach introduced are proved through empirical analysis.

Keywords

Intuitionistic fuzzy number organizational innovative climate evaluation

1 Introduction

With the economic globalization, enterprises face the environment presenting characteristics of high dynamics, complexity and uncertainty. Enterprises need to implement continuing innovation to obtain long-term competitive advantages [1]. Inside enterprises, innovation is affected by various factors, and organization innovative climate is one of them. Organization innovative climate is defined as organization members’ concurrent recognition and support, which shows significant connection function between individual staff and organization innovative climate [2 –4]. Research illustrated that organization innovative climate can affect the attitude, motivation and innovation activities of individual staff. Furthermore, with the promotion the organization’s innovative capability and performance, and the core competence and sustainable development capability of the organization can be eventually formed [5 –7]. Therefore, organization innovative climate, as the essential factor of organization’s innovation activity and revolution development, has become the focused issue for international organization innovation management research and practice area.

The research of organization innovative climate evaluation system and approaches origins from SSSI scale taking teachers and students as evaluation objects, which evaluated climate factors in schools’ organization innovation environment, through exploring factor analysis [8]. Ekvall designed a set of evaluation system regarding organizational climate from the point of promoting creativity, and conducted subsequent research based on previous one [9]. Amabile utilized research data from 12525 employees of 78 teams from 50 different organizations to construct organization innovative climate evaluation system and conduct the empirical research, and the work of Amabile is from ten aspects of organization encouragement, superior encouragement, team support, resource guarantee, organization guarantee etc. [10]. Organization innovative climate evaluation system is comprehensive and representative and applied in business area research repeatedly [11]. However, due to the difference of cultural background among nations, these research finds cannot be properly applied in domestic enterprises organization innovative climate evaluation. Domestic research regarding organization innovative climate mainly concentrated on the construction of organization innovative climate evaluation system [12 –14]. Ren Dongfeng and He Minhong evaluated enterprises’ innovative climate by using fuzzy synthetic evaluation model, but the research selected limited sample and the calculation process is somewhat simple [15]. In order to enrich the theory, the construction of organization innovative climate evaluation system’s research has to be carried on.

Organization innovative climate is the perceptual description of organization members towards working environment supported creativity and innovation degree, therefore evaluation indicators are quantitative indicators. And ways of effectively transforming qualitative indicators to quantitative indicators are essential to realize precise evaluation. Intuitionistic fuzzy information can affectively and completely reflects decision-making entity’s uncertainty towards objects’ evaluation. Therefore, the evaluation system of organization innovative climate has to be constructed, then with the integration of intuitionistic fuzzy number’s calculation characteristics, approaches of evaluating organization innovative climate based on intuitionistic fuzzy number are suggested. At last, evaluation approaches’ operability and practicability are proved by empirical analysis.

2 Basic knowledge of intuitionistic fuzzy number

Intuitionistic fuzzy number ordered real number pair in intuitionistic fuzzy set environment. It is mainly used for the multi-attribute decision and reflects more information than fuzzy number. The characteristic of it is considering two aspects of the information: membership degree and non-membership degree, making it offer more optional ways in the description of thing’s properties, so it has stronger performance ability in processing uncertain information [16].

Definition 1. [17, 18] Given a non-empty classical set X, an intuitionistic fuzzy set A (x) is described as: $A (x) = {〈 x, u_{A} (x), v_{A} (x) 〉 | x ɛ X} .$

It is characterized by two functions u_A (x) and v_A (x): with a given x ∈ X, u_A (x) represents the degree of membership of x with respect to A, whereas v_A (x) represents the degree of non-membership of x with respect to A. Meanwhile, u_A (x) : X → [0, 1], v_A (x) : X → [0, 1] and 0 ≤ u_A (x) + v_A (x) ≤ 1, ∀ x ∈ X. Thus, a = (u_A (x) , v_A (x)) is called the degree of hesitancy regarding the membership/non-membership of x with respect to A, which can be quantified as: $π_{A} (x) = 1 - u_{A} (x) - v_{A} (x)$ where π_A (x) is called the degree of hesitancy, meaning neither agree nor disagree. The equations above give us a measure for intuitionistic fuzzy number: given two intuitionistic fuzzy number a = (u_α, v_α) and b = (u_β, v_β), and λ > 0, we have $\begin{matrix} a + b = (u_{α} + u_{β} - u_{α} \cdot u_{β}, v_{α} \cdot v_{β}); \\ λ a = (1 - {(1 - u_{α})}^{λ}, v_{α}^{λ}) . \end{matrix}$

Definition 2. [19, 20] Scores and compares of intuitionistic fuzzy number Chen and Tan proposed score function in 1994: given any intuitionistic fuzzy number a = (u_α, v_α), the score function leading to the only corresponding intuitionistic fuzzy value is: $S (a) = u_{α} - v_{α} .$ where (a) ∈ [- 1, 1]. Given another intuitionistic fuzzy number b = (u_β, v_β), then S (b) = u_β - v_β, compare S (a) with S (b), if S (a) has larger value, thus the score of corresponding intuitionistic fuzzy number a = (u_α, v_α) is higher. If the two are the same, we need precision for further comparison.

The corresponding precision function of the intuitionistic fuzzy number a = (u_α, v_α) is: $H (a) = u_{α} + v_{α} .$ where H (a) ∈ [0, 1], the value of H (a) is positively related with the precision of corresponding intuitionistic fuzzy number a = (u_α, v_α). If the precision is the same, then the two intuitionistic fuzzy number are equal.

Based on the literature, Wang Jiangqiang defined the new integral function with Intuitionistic fuzzy cross entropy: $S (a) = {\begin{matrix} u_{α} - v_{α} + H (a) π (a), u_{α} > v_{α} \\ u_{α} - v_{α} - H (a) π (a), u_{α} < v_{α} \\ 0, u_{α} = v_{α} \end{matrix} .$

3 Evaluation of enterprise’s organization innovative climate

3.1 Construction of the evaluation index system of enterprise’s organizational innovative climate

The research of organization innovative climate evaluation systems and approaches origins from western country, and it was developed long time ago, which does not suit for the current circumstances of Chinese enterprises. At the first place, according to the Chinese cultural background, 41 evaluation indicators were preliminarily determined based on referring related home and overseas scholars’ research findings. Additionally, the Delphi method was applied, invited experts majored in organization innovation management and human resource management, and enterprise top management adopted fuzzy grading method to evaluate indicators in accordance with their significance. And its grading standard was based on judgment set: V = {“very important”, “fairly important”, “important”, “fairly unimportant”, “unimportant”}, 5 grades were given the value as 9, 7, 5, 3, 1. Besides, Principal component analysis was conducted, including 98.73% information of 41 indicators in previous questionnaire, and it showed according classification of 32 components. At last, through the SPSS19.0 processing of classification of 32 components, the first 7 principal components were obtained, and each principal component had been clearly outlined in specialization, so that the evaluation system of 7 constrained layers including culture publicity, organization support, learning growth, team cooperation, working design, leadership efficiency and resource guarantee and 32 indicator layers were formed, which shown in Table 1.

Table 1
Evaluation index system of enterprise’s organization innovative climate

First class indicators Second class indicators Descriptions of indicators

Cultural publicity Idea guidance The core philosophy of the enterprise reflects the idea of innovation

Typical demonstration The enterprise recognizes innovative individuals and teams, and timely publicize their results and deeds

Market orientation The enterprise has awareness of market competition and risks, and pays attention to requirements of the market

Self-management The enterprise advocates the idea of self-management

Strategy consensus Staff has common views of the enterprise’s vision and strategic objectives

Organization support Vision orientation The company’s vision and objectives are clear and pioneering

External communication The enterprise often contacts with the government, research institutes and related enterprises

Internal communication The enterprise’s departments have no problem communicating with each other

Appraisal and motivation The enterprise attaches great importance to and reward innovation behavior and achievements

Participation in decision making The enterprise allows staff participation in decision-making, freedom of opinion and welcomes the objection

Learning growth Skill training Staff can get the latest business skills training

Occupational planning Staff can get advice on career development

Experience sharing Staff can get help from experienced colleagues

Seminar The enterprise often holds special forums, technical seminars and so on to promote further study of staff

Team cooperation Mutual trust Team members trust each other

Knowledge sharing Team members are willing to share ideas, experiences and techniques

Mutual support Team members’ innovative ideas and actions are supported by other members

Rational division The innovation of team members can be allocated reasonably

Work design Moderate pressure Staff works under a moderate amount of pressure

Challenging Staff’s work is challenging

Freedom Staff makes their own decisions in their daily work

Task clarity Staff’ work is clear

Leadership efficiency Role model Leaders are the leading practitioners of innovation

Goal-setting Leaders set reasonable goals

Innovation encouragement Leaders encourage risk taking

Problem solving Leaders often and help employees solve the difficulties encountered in the innovation process

Tolerating failure Leaders can tolerate subordinates’ innovation failure

Full authorization Leaders pay attention to cultivate the initiative of innovation and practice and give them full authorization

Resource guarantee Human resource Innovation activities are supported by relevant knowledge and talents

Financial resource Innovative activities are supported by adequate funding

Physical resource The venues and equipment needed for innovation activities are guaranteed

Information resource Information required for innovation activities can be obtained directly from any department of the enterprise

First class indicators	Second class indicators	Descriptions of indicators
Cultural publicity	Idea guidance	The core philosophy of the enterprise reflects the idea of innovation
	Typical demonstration	The enterprise recognizes innovative individuals and teams, and timely publicize their results and deeds
	Market orientation	The enterprise has awareness of market competition and risks, and pays attention to requirements of the market
	Self-management	The enterprise advocates the idea of self-management
	Strategy consensus	Staff has common views of the enterprise’s vision and strategic objectives
Organization support	Vision orientation	The company’s vision and objectives are clear and pioneering
	External communication	The enterprise often contacts with the government, research institutes and related enterprises
	Internal communication	The enterprise’s departments have no problem communicating with each other
	Appraisal and motivation	The enterprise attaches great importance to and reward innovation behavior and achievements
	Participation in decision making	The enterprise allows staff participation in decision-making, freedom of opinion and welcomes the objection
Learning growth	Skill training	Staff can get the latest business skills training
	Occupational planning	Staff can get advice on career development
	Experience sharing	Staff can get help from experienced colleagues
	Seminar	The enterprise often holds special forums, technical seminars and so on to promote further study of staff
Team cooperation	Mutual trust	Team members trust each other
	Knowledge sharing	Team members are willing to share ideas, experiences and techniques
	Mutual support	Team members’ innovative ideas and actions are supported by other members
	Rational division	The innovation of team members can be allocated reasonably
Work design	Moderate pressure	Staff works under a moderate amount of pressure
	Challenging	Staff’s work is challenging
	Freedom	Staff makes their own decisions in their daily work
	Task clarity	Staff’ work is clear
Leadership efficiency	Role model	Leaders are the leading practitioners of innovation
	Goal-setting	Leaders set reasonable goals
	Innovation encouragement	Leaders encourage risk taking
	Problem solving	Leaders often and help employees solve the difficulties encountered in the innovation process
	Tolerating failure	Leaders can tolerate subordinates’ innovation failure
	Full authorization	Leaders pay attention to cultivate the initiative of innovation and practice and give them full authorization
Resource guarantee	Human resource	Innovation activities are supported by relevant knowledge and talents
	Financial resource	Innovative activities are supported by adequate funding
	Physical resource	The venues and equipment needed for innovation activities are guaranteed
	Information resource	Information required for innovation activities can be obtained directly from any department of the enterprise

3.2 Evaluation model of enterprise’s organization innovative climate based on intuitionistic fuzzy number

Currently, some scholars have already applied mathematical approaches to practical issues resolution, in this article [21], we used intuitionistic fuzzy number in evaluation of organization innovative climate. Enterprise’s organization innovative climate is evaluated by n evaluators. Numbers from 1 to 7 are used to represent “strongly disagree”, “disagree”, “slightly disagree”, “neither agree nor disagree”, “slightly agree”, “agree” and “strongly agree”. Given that x_ij is the evaluation towards the indicator j from the evaluator i, then the score matrix from n evaluators towards m indicators can be written as: X = x_ij = (x₁, x₂, ⋯ , x_m).

According to Definition 1, we have the total score of the indicator j: $SUM = \sum_{1}^{n} x_{ij}, j = 1, 2, \dots, m .$ (1)

Then the intuitionistic fuzzy number of the indicator j is a_j = (u_j, v_j) , j = 1, 2, ⋯ , m, where: $\begin{matrix} u_{j} & = & \frac{\sum_{1}^{n} x_{ij}}{SUM}, x_{ij} = 4 or 5, \\ j = 1, 2, \dots, m \end{matrix}$ (2) $\begin{matrix} v_{j} & = & \frac{\sum_{1}^{n} x_{ij}}{SUM}, x_{ij} = 1 or 2, \\ j = 1, 2, \dots, m \end{matrix}$ (3)

According to Definition 1, we calculate the degree of hesitancy of the indicator j is: $π (a_{j}) = 1 - u_{j} - v_{j}$ (4)

According to Definition 2, we calculate the precision of the indicator j is: $h (a_{j}) = u_{j} + v_{j}$ (5)

Then the score of the indicator j’s intuitionistic fuzzy number is:

$\begin{matrix} s (a_{j}) = {\begin{matrix} u_{j} - v_{j} + h (a_{j}) π (a_{j}), u_{j} > v_{j} \\ u_{j} - v_{j} - h (a_{j}) π (a_{j}), u_{j} < v_{j} \\ 0, u_{j} = v_{j} \end{matrix}, \\ j = 1, 2, \dots, m . \end{matrix}$ (6)

The average of the indicator j is: ${\bar{x}}_{j} = ∑1n xij / n, j = 1, 2, \dots, m .$ (7)

The SD of the indicator j is: $σ_{j} = \sqrt{∑1n (xij - x¯j)2 / n}, j = 1, 2, \dots, m$ (8)

When a set of data has larger discrete degree, it contains more information and is more important and if the unit and average are different, SD is more appropriate to measure discrete degree. The SD coefficient of the indicator j is: ${cv}_{j} = \frac{σ_{j}}{x_{j}}, j = 1, 2, \dots, m .$ (9)

The weighting vector of the indicator j is: $ω_{j} = \frac{{CV}_{j}}{\sum_{1}^{m} {CV}_{j}}, j = 1, 2, \dots, m .$ (10)

The total score of the enterprise’s organization innovative climate is: $ICV = \sum_{j = 1}^{m} ω_{j} s (a_{j})$ (11)

ICV is the abbreviation of innovative climate value, indicating the sum of enterprises’ organization innovative climate.

Evaluation steps of enterprise’s organization innovative climate based on intuitionistic fuzzy number

Step 1. According to Equations (1–3), we calculate the intuitionistic fuzzy number of the indicator j: a_j = (u_j, v_j);

Step 2. According to Equations (4–6), we have the degree of hesitancy of the indicator j, s (a_j);

Step 3. According to Equations (7–10), we obtain the weighting vector of the indicator j, ω_j;

Step 4. According to Equation (11), we obtain the total score of enterprise’s organization innovative climate, ICV.

4 Empirical research

H company is a private communication science and technology company which produces communication equipment based in China, its main products include switching networks, transmission networks, wireless and cable fixed access networks, and data communication networks, as well as wireless terminal products. Through nearly 30 years’ operation and development, H company becomes the worldwide leading information and communication technology (ICT) solution supplier. And its product and solution has been provided to over 170 countries, and serves 45 operators among top 50 and 1/3 world population. In this part, new evaluation approach based on intuitionistic fuzzy number is adopted to evaluate organization innovative climate of H company.

This research collected data through delivering questionnaire including 32 indicators to internal staff in H company. The corresponding relationship of the scores and satisfaction degrees in the questionnaire is as follows: 1-strongly disagree, 2-disagree, 3-slightly disagree, 4-neither agree nor disagree, 5-slightly agree, 6-agree, 7-strongly agree. 400 questionnaires were sent, 368 answered questionnaires were received. After rejecting invalid ones, 337 valid questionnaires were eventually obtained, effective rate was 91.58%, scoring matrix showed as X = (x₁, x₂, ⋯ , x_m).

Table 2
Indicator j’s intuitionistic fuzzy number

Indicator a_j = (u_j, v_j) Indicator a_j = (u_j, v_j)

Idea guidance (0.493, 0.228) Mutual support (0.504, 0.323)

Typical demonstration (0.558, 0.208) Rational division (0.519, 0.267)

Market orientation (0.596, 0.116) Moderate pressure (0.531, 0.332)

Self-management (0.341,0.344) Challenging (0.481, 0.297)

Strategy consensus (0.365, 0.350) Freedom (0.326, 0.353)

Vision orientation (0.463, 0.306) Task clarity (0.531, 0.282)

External communication (0.288, 0.466) Role model (0.528, 0.243)

Internal communication (0.507, 0.240) Goal-setting (0.490, 0.338)

Appraisal and motivation (0.516, 0.282) Innovation encouragement (0.460, 0.338)

Participation in decision making (0.211, 0.534) Problem solving (0.451, 0.329)

Skill training (0.457, 0.341) Tolerating failure (0.380, 0.300)

Occupational planning (0.404, 0.404) Full authorization (0.409, 0.401)

Experience sharing (0.558, 0.223) Human resource (0.721, 0.125)

Seminar (0.392, 0.383) Financial resource (0.439, 0.318)

Mutual trust (0.605, 0.252) Physical resource (0.525, 0.294)

Knowledge sharing (0.620, 0.231) Information resource (0.448, 0.318)

Indicator	a_j = (u_j, v_j)	Indicator	a_j = (u_j, v_j)
Idea guidance	(0.493, 0.228)	Mutual support	(0.504, 0.323)
Typical demonstration	(0.558, 0.208)	Rational division	(0.519, 0.267)
Market orientation	(0.596, 0.116)	Moderate pressure	(0.531, 0.332)
Self-management	(0.341,0.344)	Challenging	(0.481, 0.297)
Strategy consensus	(0.365, 0.350)	Freedom	(0.326, 0.353)
Vision orientation	(0.463, 0.306)	Task clarity	(0.531, 0.282)
External communication	(0.288, 0.466)	Role model	(0.528, 0.243)
Internal communication	(0.507, 0.240)	Goal-setting	(0.490, 0.338)
Appraisal and motivation	(0.516, 0.282)	Innovation encouragement	(0.460, 0.338)
Participation in decision making	(0.211, 0.534)	Problem solving	(0.451, 0.329)
Skill training	(0.457, 0.341)	Tolerating failure	(0.380, 0.300)
Occupational planning	(0.404, 0.404)	Full authorization	(0.409, 0.401)
Experience sharing	(0.558, 0.223)	Human resource	(0.721, 0.125)
Seminar	(0.392, 0.383)	Financial resource	(0.439, 0.318)
Mutual trust	(0.605, 0.252)	Physical resource	(0.525, 0.294)
Knowledge sharing	(0.620, 0.231)	Information resource	(0.448, 0.318)

Table 3

Scores of indicator j’s intuitionistic fuzzy numbers

Indicator	s (a_j)	Indicator	s (a_j)
Idea guidance	0.465	Mutual support	0.323
Typical demonstration	0.432	Rational division	0.420
Market orientation	0.686	Moderate pressure	0.317
Self-management	–0.219	Challenging	0.357
Strategy consensus	0.219	Freedom	–0.244
Vision orientation	0.335	Task clarity	0.401
External communication	–0.364	Role model	0.461
Internal communication	0.456	Goal-setting	0.294
Appraisal and motivation	0.395	Innovation encouragement	0.283
Participation in decision making	–0.514	Problem solving	0.293
Skill training	0.277	Tolerating failure	0.298
Occupational planning	0.000	Full authorization	0.163
Experience sharing	0.507	Human resource	0.727
Seminar	0.184	Financial resource	0.306
Mutual trust	0.475	Physical resource	0.380
Knowledge sharing	0.515	Information resource	0.310

Table 4

Indicator j’s weight

Indicator	ω _j	Indicator	ω _j
Idea guidance	0.025	Mutual support	0.031
Typical demonstration	0.025	Rational division	0.030
Market orientation	0.022	Moderate pressure	0.033
Self-management	0.031	Challenging	0.029
Strategy consensus	0.029	Freedom	0.035
Vision orientation	0.031	Task clarity	0.031
External communication	0.040	Role model	0.029
Internal communication	0.028	Goal-setting	0.034
Appraisal and motivation	0.031	Innovation encouragement	0.032
Participation in decision making	0.039	Problem solving	0.034
Skill training	0.036	Tolerating failure	0.032
Occupational planning	0.036	Full authorization	0.034
Experience sharing	0.027	Human resource	0.024
Seminar	0.035	Financial resource	0.033
Mutual trust	0.030	Physical resource	0.033
Knowledge sharing	0.028	Information resource	0.030

Next, evaluation approach mentioned in this article is conducted to evaluate organization innovative climate of H company, as follows:

Step 1. According to Equations (1–3), calculating indicator j’s intuitionistic fuzzy number a_j = (u_j, v_j), which are shown in Table 2.

Step 2. According to f Equations (4–6), indicator j’s intuitionistic fuzzy numbers’ scores are obtained as s (a_j), which are shown in Table 3.

Step 3. According to Equations (7–10), indicator j’s weight are shown in Table 4.

Step 4. According to Equation (11), score of ICV is shown as follows: $\begin{matrix} ICV & = & 0.012 + 0.013 + 0.015 - 0.007 + 0.006 \\ + 0.010 - 0.014 + 0.013 + 0.012 \\ - 0.020 + 0.010 + 0.000 + 0.013 \\ + 0.006 + 0.014 + 0.015 + 0.010 \\ + 0.013 + 0.011 + 0.010 - 0.009 \\ + 0.012 + 0.013 + 0.010 + 0.009 \\ + 0.010 + 0.010 + 0.006 + 0.018 \\ + 0.010 + 0.012 + 0.009 = 0.25 \end{matrix}$

According to the evaluation result, the score of H company’s organization innovative climate is 0.25 > 0, which is above average level and indicates the fairly optimistic organization innovative climate. From the Table 3, the scores of self-management, external communication, participation in decision-making and freedom are negative, which brings about negative impact on H enterprise’s entire organization innovative climate. Through the interview, on the one hand, participation opportunities of decision-making for junior staff are rarely seen due to the large scale of enterprise size. In the meantime, authorization of junior staff from the board is not adequate, junior staff usually follows orders from management, thus lacking self-management chances. Additionally, there are not many opportunities for H company to communicate with research institutes, the degree of openness is not satisfied. Therefore, H company is suggested to pay much attention on junior staff’s advice and invite them to get involved into the decision-making and management. Moreover, the management style is suggested to adjust accordingly, to moderately give staff spaces of self-management and determine their own daily work, which make staff feel free and relaxed during the working hours. Besides, the innovative cooperation with scientific institutes has to be enhanced. And the indicator of human resource presented the highest score after weighting calculation, which illustrates that enterprise attaches importance on talents and trained a number of innovative experts, and this company is suggested to attract talents and enhance its training system in the future.

5 Conclusions

This paper illustrates the evaluation approach of organization innovative climate based on intuitionistic fuzzy number. At the first place, in accordance with consideration of Chinese cultural background and literature review, 41 evaluation indicators are preliminary determined. Then, 7 first class indicators and 32 second class indicators are obtained through experts scoring and principal components analysis etc. Scoring matrix is formed through the scoring of indicators, and each indicator’s intuitionistic fuzzy number is calculated on the basis of scoring matrix, moreover, each indicator’s weight is obtained through calculating proportion of each indicator’s standard deviation. Eventual scores of enterprise innovative climate are shown by conducting arithmetic weighted overage operator to integrate evaluation scores. At last, this paper adopted H company as the study case to illustrate the feasibility and practicability of the entire evaluation process, and the feasible direction and advice with regard to organization innovative climate construction are introduced based on evaluation result.

Compared to traditional approach, intuitionistic fuzzy number is introduced to evaluate indicators, which is more effective to reflect fuzzy information. The implementation of standard deviation to calculate indicator’s weight can reflect variation of indicators under different average value. This paper, for the first time, conducts the evaluation of organization innovative climate with intuitionistic fuzzy number, which expands and enriches the methods and theory of organization innovative climate.

Footnotes

Acknowledgments

The authors thank the anonymous referees for their constructive suggestions. We appreciate the support provided for this paper by the Fundamental Research Funds for the Central Universities of Sichuan University (skqy201739).

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