Expanding the Job Demands-Resources Model to Classify Innovation-Predicting Working Conditions

We applied the job demands-resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and a new categorization approach to study the relationship between working conditions and innovation. By applying confirmatory factor analysis and structural equation modeling to a cross-section...

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Bibliographic Details
Published inManagement Revue Vol. 28; no. 2; pp. 175 - 203
Main Authors Adler, Mareike, Koch, Anna K
Format Journal Article
LanguageEnglish
Published Baden-Baden Nomos Verlagsgesellschaft mbH und Co KG 01.01.2017
Subjects
Competitive advantage
Confirmatory factor analysis
Creativity
Employees
Innovations
Job characteristics
Perceptions
Personal development
Professional identity
Psychology
Research methodology
Stress
Structural equation modeling
Studies
Working conditions
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Summary:We applied the job demands-resources (JD-R) model (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and a new categorization approach to study the relationship between working conditions and innovation. By applying confirmatory factor analysis and structural equation modeling to a cross-sectional online study (N = 780), we showed that two types of demands, hindrance and challenge, and two types of job resources, task-related and social, represent different types of working conditions with respect to innovation. Task-related and social job resources positively predicted individual innovation. Social job resources and challenge job demands revealed a positive association with perception of organizational innovation, whereas hindrance job demands were negatively related to it. The relevance of the studied types of working conditions for individual and perceived organizational innovation varied.
ISSN:0935-9915
1861-9908
DOI:10.5771/0935-9915-2017-2-175