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

Research output: Contribution to journalJournal article


  • Eden B King
  • Kelly de Chermont
  • Michael West
  • Jeremy F Dawson
  • Michelle R Hebl
Journal publication date12/2007
JournalJournal of Occupational and Organizational Psychology
Number of pages15
Original languageEnglish


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.