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How Does Positive Work-Related Stress Affect the Degree of Innovation Development?

Author

Listed:
  • Gema Albort-Morant

    (Departamento de Economía Financiera y Dirección de Operaciones, Universidad de Sevilla, 41018 Sevilla, Spain)

  • Antonio Ariza-Montes

    (Departamento de Gestión Empresarial, Universidad Loyola Andalucía, 14004 Córdoba, Spain
    Facultad de Administración y Negocios, Universidad Autónoma de Chile, Santiago 425, Chile)

  • Antonio Leal-Rodríguez

    (Departamento de Administración de Empresas y Marketing, Universidad de Sevilla, 41018 Sevilla, Spain)

  • Gabriele Giorgi

    (Department of Human Sciences, Università Europea di Roma, 00163 Roma, Italy)

Abstract

Many studies sustain that work-related stress exerts pervasive consequences on the employees’ levels of performance, productivity, and wellbeing. However, it remains unclear whether certain levels of stress might lead to positive outcomes regarding employees’ innovativeness. Hence, this paper examines how the five dimensions of work-related stress impact on the employees’ levels of innovation performance. To this aim, this study focused on a sample of 1487 employees from six Italian companies. To test the research hypotheses under assessment, we relied on the use of the partial least squares (PLS) technique. Our results reveal that, in summary, the stressors job autonomy, job demands, and role ambiguity exert a positive and significant impact on the employees’ levels of innovativeness. However, this study failed to find evidence that the supervisors’ support–innovation and colleagues’ support–innovation links are not statistically significant.

Suggested Citation

  • Gema Albort-Morant & Antonio Ariza-Montes & Antonio Leal-Rodríguez & Gabriele Giorgi, 2020. "How Does Positive Work-Related Stress Affect the Degree of Innovation Development?," IJERPH, MDPI, vol. 17(2), pages 1-15, January.
    • Handle: RePEc:gam:jijerp:v:17:y:2020:i:2:p:520-:d:308535
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    References listed on IDEAS

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    1. Xiao-Yun Xie & Chu-Ding Ling & Shen-Jiang Mo & Kun Luan, 2015. "Linking Colleague Support to Employees’ Promotive Voice: A Moderated Mediation Model," PLOS ONE, Public Library of Science, vol. 10(7), pages 1-15, July.
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    4. Shmueli, Galit & Ray, Soumya & Velasquez Estrada, Juan Manuel & Chatla, Suneel Babu, 2016. "The elephant in the room: Predictive performance of PLS models," Journal of Business Research, Elsevier, vol. 69(10), pages 4552-4564.
    5. Fariborz Damanpour, 1996. "Organizational Complexity and Innovation: Developing and Testing Multiple Contingency Models," Management Science, INFORMS, vol. 42(5), pages 693-716, May.
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    Cited by:

    1. Junzhu Xu & Xiaozhong Yu & Hu Li, 2024. "Development and Application of an Employee Moral Quotient (MQ) Evaluation Index System for Chinese Petroleum Enterprises," Sustainability, MDPI, vol. 16(20), pages 1-19, October.
    2. Sanjoy Kumar Roy & Md. Rahat Khan & Nazrul Islam Shanto, 2023. "Bankers' job stress, job performance, and job commitment trajectories during the COVID-19 pandemic," Journal of Entrepreneurship, Management and Innovation, Fundacja Upowszechniająca Wiedzę i Naukę "Cognitione", vol. 19(3), pages 203-228.
    3. Gabriele Giorgi & Antonio Ariza-Montes & Nicola Mucci & Antonio L. Leal-Rodríguez, 2022. "The Dark Side and the Light Side of Technology-Related Stress and Stress Related to Workplace Innovations: From Artificial Intelligence to Business Transformations," IJERPH, MDPI, vol. 19(3), pages 1-5, January.
    4. Annamaria Di Fabio & Mirko Duradoni, 2020. "Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation," IJERPH, MDPI, vol. 17(7), pages 1-15, April.
    5. Martin Sanchez-Gomez & Gabriele Giorgi & Georgia Libera Finstad & Federico Alessio & Antonio Ariza-Montes & Giulio Arcangeli & Nicola Mucci, 2021. "Economic Stress at Work: Its Impact over Absenteeism and Innovation," IJERPH, MDPI, vol. 18(10), pages 1-15, May.

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