Purpose – The purpose of this article was to highlight issues associated with firm innovation performance and its antecedents. We argue that both firm-level variables, like organisational climate operationalized through regulative, normative and cognitive pillars, as well as individual-level characteristics, such as innovative work behaviour, employability, job demands and effort-reward fairness will affect innovative firm performance. Design/methodology/approach – This is a theory-driven paper with suggested theoretical model that is subject to theory test in the future research. Originality/value –While contemporary research has focused on organisational-level factors as drivers of firm innovativeness and on personal-level factors boosting innovation work behaviour, our research takes a further step in providing a holistic view on the innovation inside the firm. Furthermore, we suggest that multiple level of analysis, employability of the individual level and organisational climate on the organisational level, will allow to explore innovative work behaviour as well innovation firm performance in more depth. We also assume in important moderating role of job demands and effort-reward fairness on the antecedents of firm innovative performance. Practical implications – Our work has important practical implications. Our model suggest that organisational climate should have both direct and indirect effects on boosting up innovative work behaviour of employees, and as a result, innovative firm behaviour. In today’s economy competition is hard and ability to create new and better services and products is a necessary condition for competitive advantage. Firm’s are striving to get knowledge on how to innovate effectively, and here one should consider what organisation can do to enforce innovation of employees.