自我认知、工作压力对知识型员工创新行为的影响——基于人-环境匹配的行为视角

Impact of Self-cognition and Working Stress on Innovative Behavior of Knowledge Staff——Behavior Perspective Based on Human-Environment Matching

本文在借鉴前人研究的基础上,基于三元交互决定论视角,构建了企业知识型员工自我认知、工作压力与其创新行为三者间的关系模型及其理论假设,运用实证分析方法对理论假设进行了验证。得出了三个方面的结论:(1)员工自我认知能力与工作压力感知之间存在显著负向关系;(2)工作压力感知在员工自我认知的调节下与创新行为呈现显著的负向关系;(3)员工自我认知在工作压力感形成,以及工作压力感与创新行为之间发挥了双重动态效应,不仅对工作压力感的形成有着显著正向关系,还通过与工作压力感的交互效应,动态调适着工作压力与创新行为之间的关系。此外,论文还就三个变量两两之间是否存在"U"形关系进行了探讨与验证,结果显示"U"形关系的拟合程度明显优于线性拟合程度,也进一步验证了自我认知、工作压力"过犹不及"的猜测。最后提出相关的对策和建议,作为企业实践的参考。

Based on the previous studies, this paper constructs the relationship model and its theoretical hypothesis between self - cognition, working stress and the innovative behavior of enterprise knowledge staff based on the perspective of ternary reciprocal determinism, and uses the empirical analysis method to verify theoretical hypothesis. Three main conclusions are drawn as follows： （ 1 ） There is a significant negative relationship between employee＇ s self - cognition and working stress perception; （2） Working stress perception has a significant negative relationship with innovation behavior under the regulation of employee self- cognition; （3） Em- ployee self - cognition plays a dual dynamic effect in the formation of working stress and between the working stress and innovative be- havior. It has a significant positive relationship with the formation of working stress, but also through the interaction with working stress, dynamically adapts to the relationship between working stress and innovation behavior. In addition, the paper also discusses and validates the existence of U - type relationship between the two variables. The results show that the fitting degree of U - type relationship is better than that of linear fitting, and further confirms the self - cognition and working stress assumption of ＂going beyond the limit is as bad as falling short＂. Finally it puts forward the relevant countermeasures and suggestions as a reference for business practice.