It is now consensus that engaging in innovative work behaviours is not restricted to traditional innovation jobs (e.g., research and development), but that they can be performed on a discretionary basis in most of today's jobs. To date, our knowledge on the role of workplace stressors for discretionary innovative behaviour, in particular for innovation implementation is limited. We draw on a cybernetic view as well as on a transactional, coping-based perspective with stress to propose differential effects of stressors on innovation implementation. We propose that work demands have a positive effect on innovation implementation, whereas role-based stressors - i.e., role conflict, role ambiguity, and professional compromise - have a negative effect. We conducted a time-lagged, survey-based study in the health care sector (Study 1, UK: N = 235 nurses). Innovation implementation was measured two years after the assessment of the stressors. Supporting our hypotheses, work demands were positively, role ambiguity and professional compromise negatively related to subsequent innovation implementation. We also tested organizational commitment as a mediator, but there was only partial support for the mediation. To test the generalizability of the findings, we replicated the study (Study 2, Germany: employees from various professions, N = 138, time lag 2 weeks). Again, work demands were positively, role ambiguity and professional compromise negatively related to subsequent innovation implementation. There was no support for strain as a mediator. Our results suggest differential effects of work demands and role stressors on innovation implementation, for which the underlying mechanism still needs to be uncovered.

中文翻译：

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工作场所压力源对创新的不同影响：控制论和应对的综合视角。

现在的共识是，从事创新工作行为不仅限于传统的创新工作（例如，研发），而是可以在当今大多数工作中随意执行。迄今为止，我们对工作场所压力因素对自主创新行为，特别是创新实施的作用的了解是有限的。我们利用控制论的观点以及基于交易的、基于应对的观点来提出压力对创新实施的不同影响。我们认为工作需求对创新实施有积极影响，而基于角色的压力源——即角色冲突、角色模糊和专业妥协——有负面影响。我们在医疗保健领域进行了一项基于调查的时滞研究（研究 1，英国：N = 235 名护士）。在评估压力源两年后测量创新实施情况。支持我们的假设，工作要求是积极的，角色模糊和专业妥协与后续创新实施负相关。我们还测试了作为调解员的组织承诺，但只有部分支持调解。为了测试结果的普遍性，我们重复了这项研究（研究 2，德国：来自不同行业的员工，N = 138，时间滞后 2 周）。再次，工作要求与后续创新实施呈正相关，角色模糊和专业妥协呈负相关。不支持将应变作为中介。我们的结果表明工作需求和角色压力对创新实施的不同影响，