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

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.

Humor Styles as New Resources in a Primary Preventive Perspective: Reducing Resistance to Change for Negotiation

“…Overall, humor and humor styles can be conceived as a promising primary prevention resource for work and organizational contexts. More generally, humor and humor styles could be considered as a useful new preventive resource to promote employee health and safety, as well as organizational effectiveness and sustainability (i.e., healthy organization) [62][63][64][65][66][67][68][69][70][71][72][73][74][75][76].…”

Economic Stress at Work: Its Impact over Absenteeism and Innovation

“…Indeed, economic stability is a pillar of employee well-being, essential for performance and innovation. Interestingly, albeit apparently counterintuitive, recent results show that some stressors (i.e., lack of job autonomy, job demands and role ambiguity) can have a positive and significant influence on the employees’ levels of innovativeness [ 77 ]. Hence, an interesting future direction could be to investigate whether this occurs in the case of economic stress, possibly establishing under what conditions economic stress becomes a type of stress capable of generating positive results for innovation [ 78 ].…”

Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship

“…Understanding workplace bullying as a stressor but being able to motivate people could even have other positive effects in innovation development [ 79 ]. Although this “benefit” of bullying, it is needed to reinforce the idea that this process is totally undesirable and that there are differences among people [ 80 ], not everyone can cope with workplace bullying. Not all coping behaviours have the same effect [ 81 ].…”