二元工作压力与员工创新关系的元分析

基于141篇文献的149项独立研究, 研究样本总人数达46261人的数据, 对挑战性-阻碍性二元压力及其亚组与员工创新的关系进行了元分析, 并检验了文化差异(权力距离、长-短期导向、个人-集体主义)、数据来源以及数据收集时间点的调节作用。结果表明: (1)挑战性压力及其亚组工作复杂性、任务冲突对员工创新存在显著正向影响, 阻碍性压力对员工创新存在显著负向影响。(2)文化差异性(个人-集体主义)对挑战性压力与员工创新的关系有调节作用, 文化差异性(权力距离高低、长-短期导向、个人-集体主义)对阻碍性压力与员工创新的关系有调节作用。(3)数据来源对二元工作压力与员工创新的关系有调节作用, 当员工创新数据来自自我评价时, 挑战性压力、阻碍性压力与员工创新关系的强度更强。(4)数据收集时间点仅对挑战性压力与员工创新的关系有调节作用, 横截面研究设计下, 挑战性压力与员工创新的关系更强。

Challenge-hindrance stressors and innovation: A meta-analysis

Employee innovation is the focus of current organizational behavior research, and the high demand for employee innovation and change in enterprises lead to the high pressure that employees face at work. Several studies have been conducted by researchers on the relationship between work stressors and employee innovation. Current empirical research findings on the relationship between challenge-hindrance stressors and employee innovation vary, for example, in terms of relationship strength and relationship direction. Employee innovation is found to have positive, negative, and nonlinear relationships with the challenge-hindrance stressors. Furthermore, the mechanism and boundary conditions for the challenge-hindrance stressors that affect employee innovation have not been fully revealed. Based on the current state of research on the relationship between the challenge-hindrance stressors and employee innovation, this study used the challenge-hindrance stressors model to investigate the relationship between different types of challenge-hindrance stressors and employee innovation through the meta-analysis method.