工作压力对员工创新行为的影响研究:心理距离的中介作用与雇佣关系氛围的调节效应

The Impact of Work Stress on Employees’Innovation Behavior:Mediating Effect of Psychological Distance and Moderating Effect of Employment Relationship Atmosphere

工作压力对员工创新行为的影响逐渐成为管理者和学界日益关注的焦点。基于369名高新技术企业员工的大样本问卷调查数据,探讨了不同性质的工作压力对员工创新行为的影响机制,并分析了心理距离的中介作用及雇佣关系氛围的调节效应。结果发现:挑战性压力有助于缩小心理距离并促进员工的创新行为,阻断性压力会增加心理距离并对员工创新行为产生显著负影响;心理距离分别在挑战性压力和阻断性压力与员工创新行为之间具有中介作用;雇佣关系氛围正向调节挑战性压力与员工创新行为之间的关系,负向调节阻断性压力与员工创新行为之间的关系;而且雇佣关系氛围的调节效应是通过心理距离的中介作用实现,即雇佣关系氛围在工作压力与员工创新行为关系之间发挥了有中介的调节效应。

The impact of work stress(WS)on employees’innovative behavior(EIB)has gradually become the focus of academia and managers.How to effectively stimulate EIB to enhance the innovative performance of enterprises is a theoretical and practical problem facing the promotion of high-quality development of enterprises in the knowledge economy era.Based on the gap of the existing research,further research on the specific mechanisms of different WS on EIB from a combination of theory and empirical evidence not only enrich the theoretical results of the relationship between stress management and EIB,but also have important practical guidance significance to promote high-quality development for high-tech enterprise managers through effectively manage WS and stimulate EIB.This study explores the relationship between WS,psychological distance(PD),employment relationship atmosphere(ERA)and EIB based on social embedding theory and resource conservation theory,and puts forward theoretical hypotheses,constructs conceptual models.Based on the questionnaire survey data from 369 employees of high-tech enterprise,this paper explored the influence mechanism of different types of WS on EIB,and analyzed the mediating role of PD and the moderating effect of ERA,in order to clarify the specific mechanism of the effect of WS on EIB.In this study,we selected high-tech enterprises in the Wuhan China Optics Valley National Innovation Demonstration Zone as the respondents,and used SPSS 22.0 and AMOS 24.0 software to perform reliability validity tests,and common method variance tests on sample data,and then path analysis was used to test the hypotheses of main effects and mediating effects,hierarchical regression method was used to test the hypothesis of moderating effect.The results show that challenge stress(CS)can help to narrow PD and promote EIB,while hindrance stress(HS)can increase PD and inhibit EIB;PD plays a mediating role between CS and EIB,HS and EIB;and ERA positively moderates the relationship between CS and EIB,negatively moderate the relationship between HS and EIB;and the moderating effect of ERA is realized through the mediation of PD,that is,ERA plays a mediated moderating role between the relationship between WS and EIB.The conclusions of this study enrich and expand the theoretical results of the relationship between WS and ELB from the following aspects:Firstly,this study further clarifies the differential effects of different type WS on EIB,and expands the research ideas in the field of WS and EIB.Secondly,this study is the first to analyze the mediating role of PD in the relationship between WS and EIB,which provides a new perspective to clarify the mechanism underlying the effect of WS on EIB.Thirdly,this study explores the moderating effect of the ERA and outlines the boundary conditions under which WS affects EIB,laying an important theoretical foundation for subsequent research.This study also provides important practical insights for enterprises to effectively implement stress management and stimulate EIB.Firstly,enterprises should not only recognize that the key to turning"stress into motivation"lies in clarifying the nature of stress and finding the right focus,but also in abandon bureaucratic and rigid organizational systems,increasing the transparency of organizational operations,and enhancing employees’sense of job security in the organization.Secondly,companies should focus on how to reduce PD between employees and the organization as a stress management priority to promote continuous positive interaction between members and stimulate their innovative behavior.Finally,when assigning heavy workloads,managers should also focus on creating a good employment relations climate,so that employees receive fair enough information and resources to support them and thus promote their innovative activities.