Employees are considered to be the main source of creativity, innovation, change and development of the enterprise, which can be considered as key success factors. However, if the company climate does not encourage employee activity, development may slow or stagnate. This article focuses on the possibility of prediction of personal initiative and employee silence based on quantifi cation of the team climate. Relationships between constructs (1) "Team climate" and (2) "Pro-active Behaviour" are evaluated on the basis of Exploratory and Confi rmatory factor analysis. All factors of the construct "Team climate": (T1) Future olrientation, (T2) Peer support of change, (T3) Team Vision and (T4) Regular Contact, have a signifi cant impact on the factors of the construct "Pro-active Behaviour": (P1) Initiative and a negative impact on (P2) Defence silence. No statistically signifi cant eff ect in relation to the factors (P3) Loyalty and (P4) Stagnation was identifi ed. The eff ects, in relation to the initiative of the employees were identifi ed in the interval r = |0.305| − |0.488|. The factor of Defence silence of employees eff ects "Team climate" factors in the interval r = |0.329| − |0.550|. In both cases this concerns medium dependence. The research results can be used to quantify the quality of team climate in order to enhance the individuals' long-term initiative and organisational eff ectiveness. This knowledge serves managers as the basis for leadership and development of pro-active behaviour of team members.

Scientific research in the sphere of education confirms the fact that the key elements of success are innovation and education. Through the influence of continuous changes, it is necessary to define innovation within the scope of the organization culture and education, which have a significant share on the efficient expression of thoughts leading to the overall development of the organization. The article builds on the research of social network, trust, and innovation and validates the relationship between the 'Trust at the workplace' and 'Innovation climate' in the environment of Czech universities. In connection with the research of determinants of Innovation climate, the article further examines the moderating effect of 'Seniority' on the relationship between the factors of 'Trust' and 'Innovation climate'. Primary data was collected using an electronic survey. An exploratory factor analysis was used for the extraction of factors. Based on the extracted factors the moderation effect was calculated. Conjoint effect of the 'Trust at the workplace' and 'Seniority' has greater impact on the level of Innovation climate than the simple sum of separate effects of individual constructs which can be interpreted as a synergistic effect.

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