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How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate.
Int J Environ Res Public Health. 2019 11 20; 16(23)IJ

Abstract

The starting point of organizational innovation is employees' creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees' sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees' innovation behavior. The research findings revealed significant positive relationships between challenge stressors and employees' sustained innovation behavior, as well as significant negative relationships between hindrance stressors and employees' sustained innovation behavior, mediation effects of creative self-efficacy on job stressors and employees' sustained innovation behavior, and moderation effects of the organizational innovation climate on employees' creative self-efficacy and sustained innovation behavior. An enterprise could place some working-related stress on employees and create a rich internal innovative climate to induce innovation behavior in its members.

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Authors+Show Affiliations

He PX
Oriental Enterprise Management Research Center & Research Center of Business Management, School of Business Administration, Huaqiao University, Quanzhou 362021, China.
Wu TJ
School of Management, Harbin Institute of Technology (HIT), Harbin 150001, China.
Zhao HD
School of Management, Shanghai University, Shanghai 200444, China.
Yang Y
School of Management, Harbin Institute of Technology (HIT), Harbin 150001, China.

MeSH

AdultCreativityCross-Sectional StudiesFemaleHumansMaleMiddle AgedMotivationOccupational StressOrganizational CultureOrganizational InnovationSelf EfficacySocial SupportTaiwanWork Engagement

Pub Type(s)

Journal Article
Research Support, Non-U.S. Gov't

Language

eng

PubMed ID

31757069

Citation

He, Pei-Xu, et al. "How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? a Cross-Level Analysis of Organizational Innovation Climate." International Journal of Environmental Research and Public Health, vol. 16, no. 23, 2019.
He PX, Wu TJ, Zhao HD, et al. How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate. Int J Environ Res Public Health. 2019;16(23).
He, P. X., Wu, T. J., Zhao, H. D., & Yang, Y. (2019). How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate. International Journal of Environmental Research and Public Health, 16(23). https://doi.org/10.3390/ijerph16234608
He PX, et al. How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? a Cross-Level Analysis of Organizational Innovation Climate. Int J Environ Res Public Health. 2019 11 20;16(23) PubMed PMID: 31757069.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate. AU - He,Pei-Xu, AU - Wu,Tung-Ju, AU - Zhao,Hong-Dan, AU - Yang,Yang, Y1 - 2019/11/20/ PY - 2019/10/13/received PY - 2019/11/07/revised PY - 2019/11/15/accepted PY - 2019/11/24/entrez PY - 2019/11/24/pubmed PY - 2020/4/10/medline KW - challenge stressors KW - creative self-efficacy KW - hindrance stressors KW - organizational innovation climate KW - sustained innovation behavior JF - International journal of environmental research and public health JO - Int J Environ Res Public Health VL - 16 IS - 23 N2 - The starting point of organizational innovation is employees' creative thinking and innovation behaviors at work. In addition to personality and innovation willingness, innovation behavior depends on the level of support available in an organizational environment. The data used in this study were collected from 74 R&D teams (418 employee participants) in technology companies in Taiwan, and a multi-level analysis was conducted to investigate the relationships among job stressors, creative self-efficacy, and employees' sustained innovation behavior, as well as the role of the organizational innovation climate between creative self-efficacy and employees' innovation behavior. The research findings revealed significant positive relationships between challenge stressors and employees' sustained innovation behavior, as well as significant negative relationships between hindrance stressors and employees' sustained innovation behavior, mediation effects of creative self-efficacy on job stressors and employees' sustained innovation behavior, and moderation effects of the organizational innovation climate on employees' creative self-efficacy and sustained innovation behavior. An enterprise could place some working-related stress on employees and create a rich internal innovative climate to induce innovation behavior in its members. SN - 1660-4601 UR - https://www.unboundmedicine.com/medline/citation/31757069/How_to_Motivate_Employees_for_Sustained_Innovation_Behavior_in_Job_Stressors_A_Cross_Level_Analysis_of_Organizational_Innovation_Climate_ DB - PRIME DP - Unbound Medicine ER -