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Article

How to Motivate Employees for Sustained Innovation Behavior in Job Stressors? A Cross-Level Analysis of Organizational Innovation Climate

1
Oriental Enterprise Management Research Center & Research Center of Business Management, School of Business Administration, Huaqiao University, Quanzhou 362021, China
2
School of Management, Harbin Institute of Technology (HIT), Harbin 150001, China
3
School of Management, Shanghai University, Shanghai 200444, China
*
Author to whom correspondence should be addressed.
Int. J. Environ. Res. Public Health 2019, 16(23), 4608; https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph16234608
Received: 13 October 2019 / Revised: 7 November 2019 / Accepted: 15 November 2019 / Published: 20 November 2019
(This article belongs to the Special Issue Occupational Health Psychology)
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. View Full-Text
Keywords: challenge stressors; hindrance stressors; organizational innovation climate; sustained innovation behavior; creative self-efficacy challenge stressors; hindrance stressors; organizational innovation climate; sustained innovation behavior; creative self-efficacy
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MDPI and ACS Style

He, P.-X.; Wu, T.-J.; Zhao, H.-D.; Yang, Y. 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, 4608. https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph16234608

AMA Style

He P-X, Wu T-J, Zhao H-D, Yang Y. 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. 2019; 16(23):4608. https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph16234608

Chicago/Turabian Style

He, Pei-Xu, Tung-Ju Wu, Hong-Dan Zhao, and Yang Yang. 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, no. 23: 4608. https://0-doi-org.brum.beds.ac.uk/10.3390/ijerph16234608

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