Innovation is not enough: climates for initiative and psychological safety, process innovations, and firm performance

By Markus Baer, Michael Frese. 2003

1,586 citations recorded by the source corpus.

Subfields: Marketing, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/9181bbbc897d74c27c6a0f39f511a757deb70f3d

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Citations in the corpus

Overcoming Resistance to Change and Enhancing Creative Performance (2014, background): “A number of scholars have proposed that work climates can either promote or inhibit employee creativity by way of the values and norms of behavior the climate engenders (Amabile et al., 1996; Anderson & West, 1998; Baer & Frese, 2003; George, 2007; Shalley et al., 2004; Zhou & Shalley, 2003).”
Organizational Innovation Climate and Creative Outcomes: Exploring the Moderating Effect of Time Pressure (2010, background): “Employees perceive time pressure because of their cognitive resources and are limited in their responses to situations (Byron et al, 2010 ); however, they can still engage in creative cognitive processes and solve problems creatively when they perceive that the organization values their work and pr”
Shedding light on followers' innovation implementation behavior (2010, background): “Moreover, scholars in innovation research have identified contextual factors to be a critical contingency in contributing to followers' innovation implementation behavior ( Baer and Frese, 2003”
Impact of inclusive leadership on innovative work behavior: The role of psychological safety (2017, background): “…have studied antecedents of IWB at organization, work group, and individual levels (Scott & Bruce, 1994; Anderson & West, 1998; Janssen, 2000; Baer & Frese, 2003; Anderson, Dreu, & Nijstad, 2004; Hammond, Neff, Farr, Schwall, & Zhao, 2011; Zlatanović & Mulej, 2015; Franco & Haase, 2016).”
Influence of personal mastery on organizational performance through organizational learning and innovation in large firms and SMEs (2007, background): “CEOs play a major role in informing and molding these variables by determining the types of behavior that are expected and supported (Baer and Frese, 2003).”
Health, environment, safety culture and climate – analysing the relationships to occupational accidents (2010, background): “Research furthermore indicates that organisations that display a work environment characterised by initiative and perceived psychological safety may also have a higher chance of promoting effectiveness and process innovations (Baer and Frese 2003 ).”