挑战性压力源对员工创新行为的影响研究——创新自我效能感和组织认同感的双重中介作用

Research on the Impact of Challenging Stressors on Employees'Innovative Behavior——The Dual Mediating Role of Innovative Self-efficacy and Organizational Identity

基于资源保存理论和自我决定理论,揭示了挑战性压力源对创新行为的影响机制。采用SPSS和AMOS软件对510份调研问卷进行实证数据分析,得出挑战性压力源有利于促发员工的创新行为的结论。但这种影响不是直接的,而是通过创新自我效能感和组织认同感这两个重要的中介变量传导产生,而且中介效应的影响值远远大于直接效应。也就是说,挑战性压力源通过双重中介路径对员工的创新行为产生显著的正向影响。研究有助于厘清挑战性压力源和创新行为之间的关系,对于有效激发员工的创新行为也具有一定的实践指导意义。

Based on the theory of resource conservation and self-determination,this paper reveals the influence mechanism of challenging stressors on innovation behavior.Using SPSS and Amos software to analyze the empirical data of 510 questionnaires,the conclusion is drawn that challenging stressors are conducive to promoting employees'innovative behavior.However,this impact is not direct,but through the transmission of two important mediating variables,innovation self-efficacy and organizational identity,and the influence value of the mediating effect is far greater than the direct effect.In other words,challenging stressors have a significant positive impact on employees'innovation behavior through the dual intermediary path.The research is helpful to clarify the relationship between challenging stressors and innovation behavior,and has a certain practical guiding significance for effectively stimulating employees'innovative behavior.