Organizational Psychology

Purpose. The article is devoted to the study of personality and contextual determinants of innovative behavior in Russia. An analysis of the results of previous research allowed us to considervalues, self-efficacy, social and organizational contexts as predictors of innovative organizational behavior. Method. A representative survey was attended by 1,456 working respondents from the Central and North Caucasian Federal Districts (47% of respondents are men, 53% are women). Toc ollect empirical data, we used: 1) The PVQ-R value questionnaire developed by Schwartz (Schwartz, 2012), 2) A scale for studying innovative organizational behavior, 3) Self-efficacy was measured int hree points, 4) three questions were used to measure Individual and Perceived Trust. Findings. The data obtained were subjected to mathematical-statistical processing using the MPLUS program. It was found that the values of Openness to change are positively, and the values of Conservation are negatively effect on innovative behavior in organizations; perceived self-efficacy moderates the impact of Openness to Change values on innovative behavior in organizations; type of region and organizational context are predictors of innovative behavior; age, gender and educational level have both direct and indirect effects on individual values and self-efficacy. Value of results. The results of the study make itpossible to supplement and expand ideas about innovative behavior in the organizational context in Russia, taking into account value preferences, level of trust, and socio-demographic characteristics.