Differential effects of workplace stressors on innovation
- It is now consensus that engaging in innovative work behaviors is not restricted to traditional innovation jobs (e.g., research and development), but that they can be performed on a discretionary basis in most of today’s jobs. To date, our knowledge on the role of workplace stressors for discretionary innovative behavior, in particular for innovation implementation, is limited. We draw on a cybernetic view as well as on a transactional, coping-based perspective with stress to propose differential effects of stressors on innovation implementation. We propose that work demands have a positive effect on innovation implementation, whereas role-based stressors (i.e., role conflict, role ambiguity, and professional compromise) have a negative effect. We conducted a time-lagged, survey-based study in the health care sector (Study 1, United Kingdom: N = 235 nurses). Innovation implementation was measured 2 years after the assessment of the stressors. Supporting our hypotheses, work demands were positively related to subsequent innovationIt is now consensus that engaging in innovative work behaviors is not restricted to traditional innovation jobs (e.g., research and development), but that they can be performed on a discretionary basis in most of today’s jobs. To date, our knowledge on the role of workplace stressors for discretionary innovative behavior, in particular for innovation implementation, is limited. We draw on a cybernetic view as well as on a transactional, coping-based perspective with stress to propose differential effects of stressors on innovation implementation. We propose that work demands have a positive effect on innovation implementation, whereas role-based stressors (i.e., role conflict, role ambiguity, and professional compromise) have a negative effect. We conducted a time-lagged, survey-based study in the health care sector (Study 1, United Kingdom: N = 235 nurses). Innovation implementation was measured 2 years after the assessment of the stressors. Supporting our hypotheses, work demands were positively related to subsequent innovation implementation, whereas role ambiguity and professional compromise were negatively related to subsequent innovation implementation. We also tested organizational commitment as a mediator, but there was only partial support for the mediation. To test the generalizability of the findings, we replicated the study (Study 2, Germany: employees from various professions, N = 138, time lag 2 weeks). Similar results to that in Study 1 were obtained. There was no support for strain as a mediator. Our results suggest differential effects of work demands and role stressors on innovation implementation, for which the underlying mechanism still needs to be uncovered.…
Author details: | Doris FayORCiDGND, Ruta Bagotyriute, Tina UrbachORCiDGND, Michael A. West, Jeremy Dawson |
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DOI: | https://doi.org/10.1037/str0000081 |
ISSN: | 1072-5245 |
ISSN: | 1573-3424 |
Title of parent work (English): | International Journal of Stress Management |
Subtitle (English): | an integrated perspective of cybernetics and coping |
Publisher: | American Psychological Association |
Place of publishing: | Washington |
Publication type: | Article |
Language: | English |
Year of first publication: | 2019 |
Publication year: | 2019 |
Release date: | 2021/04/16 |
Tag: | cybernetic stress theory; innovation implementation; innovative work behavior; stressors |
Volume: | 26 |
Issue: | 1 |
Number of pages: | 14 |
First page: | 11 |
Last Page: | 24 |
Funding institution: | Mental Health Programme of the National Health Service Executive (Northern and Yorkshire Division), United Kingdom |
Organizational units: | Humanwissenschaftliche Fakultät / Strukturbereich Kognitionswissenschaften / Department Psychologie |
DDC classification: | 1 Philosophie und Psychologie / 15 Psychologie / 150 Psychologie |
Peer review: | Referiert |
Publishing method: | Open Access / Green Open-Access |