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

Authors


Correspondence should be addressed to Eden King, Department of Psychology, George Mason University, 4400 University Drive-MSN-3F5, Fairfax VA 22030, USA (e-mail: edenking@gmu.edu).

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.

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