挑战性压力源对新生代员工主动性-被动性创新行为的影响
|
摘要
基于工作压力源视角,以234名"90"后新生代员工为调查对象,分析挑战性压力源对新生代员工主动性-被动性创新行为的影响机制,以及组织支持感和工作资源有调节的中介效应。运用多元回归方法对调研数据进行实证分析,结果表明:挑战性压力源对新生代员工主动性创新行为具有正向影响,对其被动性创新行为具有负向影响;组织支持感在挑战性压力源与新生代员工主动性-被动性创新行为之间起中介作用;工作资源正向调节挑战性压力源与新生代员工组织支持感之间的关系,同时工作资源能够调节挑战性压力源通过组织支持感对新生代员工主动性-被动性创新行为的中介作用。
Based on the perspective of work pressure source, this paper inquires 234 "90" after new generation employees, explores the mechanism of challenge stressors on new generation employees' proactive-reactive innovation behavior, and reveals the moderate mediation of organizational support and work resource.Using the data from the questionnaire survey, it performs the expirical analysis by multiple regression.The results show that challenge stressors has positive influence on new generation employees' proactive innovation behavior, and has negative influence on new generation employees' reactive innovation behavior.Organizational support has mediating effect between challenge stressors and new generation employees' proactive-reactive innovation behavior.Work resource moderates the relationship between challenge stressors and new generation employees' organizational support.At the same time, work resource moderates the mediated effect of organizational support in the relationship between challenge stressors and new generation employees' proactive-reactive innovation behavior.
Based on the perspective of work pressure source, this paper inquires 234 "90" after new generation employees, explores the mechanism of challenge stressors on new generation employees' proactive-reactive innovation behavior, and reveals the moderate mediation of organizational support and work resource.Using the data from the questionnaire survey, it performs the expirical analysis by multiple regression.The results show that challenge stressors has positive influence on new generation employees' proactive innovation behavior, and has negative influence on new generation employees' reactive innovation behavior.Organizational support has mediating effect between challenge stressors and new generation employees' proactive-reactive innovation behavior.Work resource moderates the relationship between challenge stressors and new generation employees' organizational support.At the same time, work resource moderates the mediated effect of organizational support in the relationship between challenge stressors and new generation employees' proactive-reactive innovation behavior.
引文
[1] 赵斌,刘开会,李新建,等.员工被动创新行为构念界定与量表开发[J].科学学研究,2015,33(12):1909-1919.
[2] 侯烜方,李燕萍,涂乙冬.新生代工作价值观结构、测量及对绩效影响[J].心理学报,2014,46(6):823-840.
[3] LEPINE J A,LEPINE M A,JACKSON C L.Challenge and hindrance stress:relationships with exhaustion,motivation to learn,and learning performance[J].Journal of Applied Psychology,2004,89(5):883-891.
[4] SHALLEY C E,BLUM T C.Interactive effects of growth need strength,work context,and job complexity on self-reported creative performance[J].Academy of Management Journal,2009,52(3):489-505.
[5] SCOTT J T JR.Factor analysis and regression[J].Econometrica,1966,34(3):552-562.
[6] MCCAULEY C D,RUDERMAN M N,OHLOTT P J,et al.Assessing the developmental components of managerial jobs[J].Journal of Applied Psychology,1994,79(4):544-556.
[7] CAVANAUGH M A,BOSWELL W R,ROEHLING M V,et al.An empirical examination of self-reported work stress among U.S.managers[J].Journal of Applied Psychology,2000,85(1):65-74.
[8] CHIABURU D S,CHAKRABARTY S,WANG J X,et al.Organizational support and citizenship behaviors:a comparative cross-cultural meta-analysis[J].Management International Review,2015,55(5):707-736.
[9] BOGLER R,NIR A E.The importance of teachers' perceived organizational support to job satisfaction:what′s empowerment got to do with it[J].Journal of Educational Administration,2012,50(3):287-306.
[10] 刘智强,邓传军,廖剑桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-93.
[11] 詹小慧,杨东涛,栾贞增.个人-组织价值观匹配对员工建言的影响[J].当代财经,2017(6):80-87.
[12] BOSSET I,BOURGEOIS E.Motivation to transfer:linking perceived organizational support to training to personal goals[J].Zeitschrift Fur Erziehungswissenschaft,2015,18(1):169-199.
[13] GEORGE J M,ZHOU J.Understanding when bad moods foster creativity and good ones don't:the role of context and clarity of feelings[J].Journal of Applied Psychology,2002,87(4):687-697.
[14] DEMEROUTI E,BAKKER A B,NACHREINER F,et al.The job demands-resources model of burnout[J].Journal of Applied Psychology,2001,86(3):499-512.
[15] 吴伟炯,刘毅,路红,等.本土心理资本与职业幸福感的关系[J].心理学报,2012,44(10):1349-1370.
[16] BAKKER A B,DEMEROUTI E.The job demands-resources model:state of the art[J].Journal of Managerial Psychology,2007,22(3):309-328.
[17] AMABILE T M,CONTI R,COON H,et al.Assessing the work environment for creativity[J].Academy of Management Journal,1996,39(5):1154-1184.
[18] 杨浩,杨百寅,韩翼.建设性责任知觉对真实型领导与员工创新绩效关系的中介作用研究[J].管理学报,2016,13(4):533-541.
[19] BELSEHAK D F,DEN-HARTOG N D,FAY D.Exploring positive,negative and context-dependent aspects of occupational and organizational psychology[J].Academy of Management Journal,2010,83(3):267-273.
[20] 张韫黎,陆昌勤.挑战性-阻断性压力(源)与员工心理和行为的关系:自我效能感的调节作用[J].心理学报,2009,41(6):501-509.
[21] EISENBERGER R,STINGLHAMBER F.Perceived organizational support[J].Journal of Applied Psychology,2011,71(3):500-507.
[22] BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[23] AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.
[2] 侯烜方,李燕萍,涂乙冬.新生代工作价值观结构、测量及对绩效影响[J].心理学报,2014,46(6):823-840.
[3] LEPINE J A,LEPINE M A,JACKSON C L.Challenge and hindrance stress:relationships with exhaustion,motivation to learn,and learning performance[J].Journal of Applied Psychology,2004,89(5):883-891.
[4] SHALLEY C E,BLUM T C.Interactive effects of growth need strength,work context,and job complexity on self-reported creative performance[J].Academy of Management Journal,2009,52(3):489-505.
[5] SCOTT J T JR.Factor analysis and regression[J].Econometrica,1966,34(3):552-562.
[6] MCCAULEY C D,RUDERMAN M N,OHLOTT P J,et al.Assessing the developmental components of managerial jobs[J].Journal of Applied Psychology,1994,79(4):544-556.
[7] CAVANAUGH M A,BOSWELL W R,ROEHLING M V,et al.An empirical examination of self-reported work stress among U.S.managers[J].Journal of Applied Psychology,2000,85(1):65-74.
[8] CHIABURU D S,CHAKRABARTY S,WANG J X,et al.Organizational support and citizenship behaviors:a comparative cross-cultural meta-analysis[J].Management International Review,2015,55(5):707-736.
[9] BOGLER R,NIR A E.The importance of teachers' perceived organizational support to job satisfaction:what′s empowerment got to do with it[J].Journal of Educational Administration,2012,50(3):287-306.
[10] 刘智强,邓传军,廖剑桥,等.组织支持、地位认知与员工创新:雇佣多样性视角[J].管理科学学报,2015,18(10):80-93.
[11] 詹小慧,杨东涛,栾贞增.个人-组织价值观匹配对员工建言的影响[J].当代财经,2017(6):80-87.
[12] BOSSET I,BOURGEOIS E.Motivation to transfer:linking perceived organizational support to training to personal goals[J].Zeitschrift Fur Erziehungswissenschaft,2015,18(1):169-199.
[13] GEORGE J M,ZHOU J.Understanding when bad moods foster creativity and good ones don't:the role of context and clarity of feelings[J].Journal of Applied Psychology,2002,87(4):687-697.
[14] DEMEROUTI E,BAKKER A B,NACHREINER F,et al.The job demands-resources model of burnout[J].Journal of Applied Psychology,2001,86(3):499-512.
[15] 吴伟炯,刘毅,路红,等.本土心理资本与职业幸福感的关系[J].心理学报,2012,44(10):1349-1370.
[16] BAKKER A B,DEMEROUTI E.The job demands-resources model:state of the art[J].Journal of Managerial Psychology,2007,22(3):309-328.
[17] AMABILE T M,CONTI R,COON H,et al.Assessing the work environment for creativity[J].Academy of Management Journal,1996,39(5):1154-1184.
[18] 杨浩,杨百寅,韩翼.建设性责任知觉对真实型领导与员工创新绩效关系的中介作用研究[J].管理学报,2016,13(4):533-541.
[19] BELSEHAK D F,DEN-HARTOG N D,FAY D.Exploring positive,negative and context-dependent aspects of occupational and organizational psychology[J].Academy of Management Journal,2010,83(3):267-273.
[20] 张韫黎,陆昌勤.挑战性-阻断性压力(源)与员工心理和行为的关系:自我效能感的调节作用[J].心理学报,2009,41(6):501-509.
[21] EISENBERGER R,STINGLHAMBER F.Perceived organizational support[J].Journal of Applied Psychology,2011,71(3):500-507.
[22] BARON R M,KENNY D A.The moderator-mediator variable distinction in social psychological research:conceptual,strategic,and statistical considerations[J].Journal of Personality and Social Psychology,1986,51(6):1173-1182.
[23] AIKEN L S,WEST S G.Multiple regression:testing and interpreting interactions[M].Newbury Park,CA:Sage,1991.