How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes

Eden B. King*, Kelly de Chermont, Michael A. West, Jeremy F. Dawson, Michelle R. Hebl

*Corresponding author for this work

Research output: Contribution to journalArticle

Abstract

This study examines climate for innovation as a method by which negative organizational consequences of demanding work may be lessened. It was expected that a climate for innovation would enable employees to develop coping mechanisms or improved work-related processes which counteract negative consequences of work demands. Extending the job demands-resource model (Karasek, 1979), we predicted and found that among the sample of 22,696 respondents from 131 healthcare organizations, organizational climate for innovation alleviated the negative effects of work demands on organizational performance. Thus, this study informs climate theories and guides practitioners' efforts to support the employees. © 2007 The British Psychological Society.

Original languageEnglish
Pages (from-to)631-645
Number of pages15
JournalJournal of Occupational and Organizational Psychology
Volume80
Issue number4
DOIs
Publication statusPublished - Dec 2007

    Fingerprint

Keywords

  • innovation
  • climate for innovation
  • employees
  • coping mechanisms
  • improved work-related processes
  • negative consequences
  • work demands
  • organizational performance

Cite this