How innovation can alleviate negative consequences of demanding work contexts: The influence of climate for innovation on organizational outcomes

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Assembling Fragments Into a Lens: A Review, Critique, and Proposed Research Agenda for the Organizational Work Climate Literature (2009, background): “Similarly, King et al. (2007) found innovation climate alleviated the negative effects of work demands on organizational performance.”
Unraveling the link between managerial risk-taking and innovation: The mediating role of a risk-taking climate (2015, background): “For instance, King et al. (2007) show that a climate for innovation exerts a positive effect on organizational performance.”
Management of innovation: role of psychological empowerment, work engagement and turnover intention in the Indian context (2012, result): “Furthermore, the findings of the current study support the research of King, De Chermont, West, Dawson and Hebl ( 2007 ), which extended the JD–R model, and found that organizational climate for innovation alleviated the negative effects of work demands on organizational performance in healthcare or”
Toward Understanding the Direct and Indirect Effects of Transformational Leadership on Well-Being (2011, background): “Innovation and climate for innovation have been connected to research on organizational performance (King et al., 2007) and are often seen as crucial for organizational long-term survival (N. Anderson, De Dreu, & Nijstad, 2004; Drazin, Glynn, & Kazanjian, 1999; Janssen, van de Vliert, & West, 2004;…”