King, Eden B and de Chermont, Kelly and West, Michael and Dawson, Jeremy F and Hebl, Michelle R (2007) How innovation can alleviate negative consequences of demanding work contexts:The influence of climate for innovation on organizational outcomes. Journal of Occupational and Organizational Psychology, 80 (4). pp. 631-645. ISSN 0963-1798Full text not available from this repository.
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.
|Journal or Publication Title:||Journal of Occupational and Organizational Psychology|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor|
|Departments:||Lancaster University Management School > Lancaster University Management School - Other > Centre for Performance-Led HR|
|Deposited On:||13 Jul 2012 11:25|
|Last Modified:||18 Jan 2017 03:30|
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