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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 Journal/MagazineJournal articlepeer-review

  • Eden B King
  • Kelly de Chermont
  • Michael West
  • Jeremy F Dawson
  • Michelle R Hebl
<mark>Journal publication date</mark>12/2007
<mark>Journal</mark>Journal of Occupational and Organizational Psychology
Issue number4
Number of pages15
Pages (from-to)631-645
Publication StatusPublished
<mark>Original language</mark>English


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.