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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/Magazine › Journal article › peer-review

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How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes. / King, Eden B; de Chermont, Kelly; West, Michael et al.
In: Journal of Occupational and Organizational Psychology, Vol. 80, No. 4, 12.2007, p. 631-645.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

King, EB, de Chermont, K, West, M, Dawson, JF & Hebl, MR 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, vol. 80, no. 4, pp. 631-645. https://doi.org/10.1348/096317906X171145

APA

King, E. B., de Chermont, K., West, M., Dawson, J. F., & Hebl, M. 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), 631-645. https://doi.org/10.1348/096317906X171145

Vancouver

King EB, de Chermont K, West M, Dawson JF, Hebl MR. 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. 2007 Dec;80(4):631-645. doi: 10.1348/096317906X171145

Author

King, Eden B ; de Chermont, Kelly ; West, Michael et al. / How innovation can alleviate negative consequences of demanding work contexts : The influence of climate for innovation on organizational outcomes. In: Journal of Occupational and Organizational Psychology. 2007 ; Vol. 80, No. 4. pp. 631-645.

Bibtex

@article{1998a8859352410ab00b7e4754443000,
title = "How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes",
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{\textquoteright} efforts to support the employees. ",
author = "King, {Eden B} and {de Chermont}, Kelly and Michael West and Dawson, {Jeremy F} and Hebl, {Michelle R}",
year = "2007",
month = dec,
doi = "10.1348/096317906X171145",
language = "English",
volume = "80",
pages = "631--645",
journal = "Journal of Occupational and Organizational Psychology",
issn = "0963-1798",
publisher = "Wiley-Blackwell",
number = "4",

}

RIS

TY - JOUR

T1 - How innovation can alleviate negative consequences of demanding work contexts

T2 - The influence of climate for innovation on organizational outcomes

AU - King, Eden B

AU - de Chermont, Kelly

AU - West, Michael

AU - Dawson, Jeremy F

AU - Hebl, Michelle R

PY - 2007/12

Y1 - 2007/12

N2 - 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.

AB - 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.

U2 - 10.1348/096317906X171145

DO - 10.1348/096317906X171145

M3 - Journal article

VL - 80

SP - 631

EP - 645

JO - Journal of Occupational and Organizational Psychology

JF - Journal of Occupational and Organizational Psychology

SN - 0963-1798

IS - 4

ER -