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Innovating under stress: The role of commitment and leader-member exchange

Author

Listed:
  • Francesco Montani

    (MRM - Montpellier Research in Management - UPVM - Université Paul-Valéry - Montpellier 3 - UPVD - Université de Perpignan Via Domitia - Groupe Sup de Co Montpellier (GSCM) - Montpellier Business School - UM - Université de Montpellier)

  • François Courcy

    (UdeS - Université de Sherbrooke)

  • Christian Vandenberghe

    (HEC Montréal - HEC Montréal)

Abstract

This study sheds light on the relationships between workplace stressors and employee innovation by jointly considering mediating processes and boundary conditions. Using the challenge-hindrance model, we combine social exchange and conservation of resources theory to propose that challenge (i.e., role overload) and hindrance (i.e., role ambiguity and role conflict) stressors exert positive and negative indirect effects, respectively, on employee innovation through affective organizational commitment. We further posit that the strength of these relationships depends on the quality of leader-member exchange (LMX). In support of these predictions, a time-lagged study of 134 employees from various Canadian firms found affective commitment to mediate the differential relationships of challenge and hindrance stressors to employee innovation. Moreover, when LMX was high, the positive effects of role overload were enhanced while the negative effects of role ambiguity and role conflict were attenuated. We discuss the implications of these findings for theory and practice.

Suggested Citation

  • Francesco Montani & François Courcy & Christian Vandenberghe, 2017. "Innovating under stress: The role of commitment and leader-member exchange," Post-Print hal-02078956, HAL.
    • Handle: RePEc:hal:journl:hal-02078956
    DOI: 10.1016/j.jbusres.2017.03.024
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    Citations

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    Cited by:

    1. Handong Tang & Ge Wang & Junwei Zheng & Lan Luo & Guangdong Wu, 2020. "How Does the Emotional Intelligence of Project Managers Affect Employees’ Innovative Behaviors and Job Performance? The Moderating Role of Social Network Structure Hole," SAGE Open, , vol. 10(4), pages 21582440209, October.
    2. Bichel Andreea Nicoleta & Șerban Corina Georgiana & Bujor Dragoș, 2023. "An Innovative Future through Robotic Process Automation, a Case Study," Proceedings of the International Conference on Business Excellence, Sciendo, vol. 17(1), pages 1909-1918, July.
    3. Mai Chi Vu & Roger Gill, 2023. "Are Leaders Responsible for Meaningful Work? Perspectives from Buddhist-Enacted Leaders and Buddhist Ethics," Journal of Business Ethics, Springer, vol. 187(2), pages 347-370, October.
    4. Lin, Hao-Chieh & Lin, Pei-Chun, 2019. "The interplay between CEO-TMT exchange level and differentiation: Implications for firm competitive behaviors and performance," Journal of Business Research, Elsevier, vol. 95(C), pages 171-181.
    5. Dukangqi Li & Weitao Shen, 2022. "Regional Happiness and Corporate Green Innovation: A Financing Constraints Perspective," Sustainability, MDPI, vol. 14(4), pages 1-25, February.

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