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

Mareike Adler; Anna K. Koch

doi:10.5771/0935-9915-2017-2-175

Contents
- Chapter Expand | CollapseAuthorsPage
- 147–148 Titelei/Inhaltsverzeichnis 147–148
- 149–174 Regional Innovation and Diversity: Effects of Cultural Diversity, Milieu Affiliation and Qualification Levels on Regional Patent Outputs Gerd Grözinger, Marlene Langholz-Kaiser, Doreen Richter Gerd Grözinger, Marlene Langholz-Kaiser, Doreen Richter 149–174
- 175–203 Expanding the Job Demands-Resources Model to Classify Innovation-Predicting Working Conditions Mareike Adler, Anna K. Koch Mareike Adler, Anna K. Koch 175–203
- 204–226 Leading Resistance to Doing Business as Usual Stefan Gröschl, Patricia Gabaldon Stefan Gröschl, Patricia Gabaldon 204–226
- 227–254 Absenteeism as a Reaction to Harmful Behavior in the Workplace from a Stress Theory Point of View Albert Martin, Wenzel Matiaske Albert Martin, Wenzel Matiaske 227–254
- 255–255 Introduction: Echoes of an Era – A Century of Organisational Studies Wenzel Matiaske Wenzel Matiaske 255–255
- 256–274 100 years of Henri Fayol Søren Voxted Søren Voxted 256–274
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mrev management revue , page 175 - 203

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

Autoren

Mareike Adler Anna K. Koch

DOI
- doi.org/10.5771/0935-9915-2017-2-175
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

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.
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