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The main purpose of this paper is to investigate the direct and interactive effects of organizational support and human capital on the innovative performance of companies. Individual effects of the organizational support dimensions, namely: management support for generating and developing new business ideas, allocation of free time, convenient organizational structures concerning, in particular, decentralization level or decision‐making autonomy, appropriate use of incentives and rewards, and tolerance for trial‐and‐errors or failures in cases of creative undertakings or risky project implementations, are also to be investigated.

The study develops and tests a theoretical research model where the organizational support dimensions are the independent variables, innovative performance is the dependent variable, and the human capital has a moderating role in this relationship, via a questionnaire study covering 184 manufacturing firms in Turkey.

Among the individual direct effects of the dimensions of organizational support, management support for idea development and tolerance for risk taking are found to exert positive effects on innovative performance. Availability of a performance based reward system and free time have no impact on innovativeness, while work discretion has a negative one. As for the role of human capital (HC), it is found to be an important driver of innovative performance especially when the OS is limited. However, when the levels of both HC and OS are high, innovative performance does not increase any further.

Two distinct research streams, namely organizational support literature and human capital literature, have already focused on their individual impacts on the innovative performance. However, a combination of these separate streams was not tried before. The paper discusses and investigates what will happen when both positive drivers interact with each other. Moreover, it also investigates how organizational support and human capital are complementary.

The purpose of this paper is to attempt to establish a grey clustering evaluation model of center-point triangular whitenization weight function to measure the performance of enterprise's management innovation (MI). The author intends to provide some theory basis and tool support for enterprise's managers and other researchers who are engaged in performance measuring.

The study uses questionnaire survey and expert interviews to determine the index weight of enterprise's MI performance (MIP), classifies the grey clusters based on center-point triangular whitenization weight function, calculates the membership of performance criteria and ranks the performance level of all dimensions.

The survey data of case company shows that production performance is in superior level, employee and society influence performance are in satisfied level, finance and market performance are in intermediate level, total MIP is in satisfied level.

MI is the fundamental way to keep enterprise's core competitiveness and achieve its strategic objectives. Performance is an effective tool to measure the MI. Therefore, based on the practices of MI in China, the study systematically clarifies the performance level of MI from five dimensions.

The evaluation index of enterprise's MIP is built with five dimensions which contain production, market, finance, employee and social influence. The grey clustering evaluation model based on triangular whitenization weight function is applied to assess the performance criteria. This paper presents a new research idea for enterprise's performance evaluation.