Pan Xiao, Zhao Xiaokang, Shen Huali
Glorious Sun School of Business and Management, Donghua University, Shanghai, China.
School of Business, Nantong Institute of Technology, Nantong, China.
Front Psychol. 2022 Feb 1;13:821441. doi: 10.3389/fpsyg.2022.821441. eCollection 2022.
As a part of job resources, work time control is essential for innovation. We examine how work time control impacts knowledge employees' innovation in the workplace. A two-stage study was conducted to verify the mediating and moderating processes. In Study 1, adopting the job demands-resources model as a theoretical framework, we conducted a laboratory test to find the relation between work time control, job engagement, job burnout, and innovation, and verified the path between work time control and innovation. In Study 2, drawing on the job demands-resources model verified by Study 1 and self-regulation theory, it is proposed that during the psychological process in the workplace, job engagement plays a mediating role, and the vocational delay of gratification plays a moderating role between work time control and innovation. A total of 254 knowledge employees from diverse organizations participated in the survey study. After taking demographic variables, job demands, and neuroticism as control variables, the results showed that job engagement would mediate the relationship between work time control and innovation. A higher level of delay of gratification buffered the effect of a higher level of work time control on innovation. All these findings verified and expanded knowledge on work time control and innovation literature, showing that work time control is important for innovation. Based on Chinese cultural background, managers should offer employees the opportunity to conduct self-control training and encourage them with great freedom to foster employee innovation.
作为工作资源的一部分，工作时间控制对创新至关重要。我们研究了工作时间控制如何影响知识型员工在工作场所的创新。进行了一项两阶段研究来验证中介和调节过程。在研究1中，采用工作要求-资源模型作为理论框架，我们进行了一项实验室测试，以找出工作时间控制、工作投入、职业倦怠和创新之间的关系，并验证了工作时间控制与创新之间的路径。在研究2中，借鉴研究1验证的工作要求-资源模型和自我调节理论，提出在工作场所的心理过程中，工作投入起中介作用，职业延迟满足在工作时间控制与创新之间起调节作用。共有来自不同组织的254名知识型员工参与了调查研究。在将人口统计学变量、工作要求和神经质作为控制变量后，结果表明工作投入将中介工作时间控制与创新之间的关系。更高水平的延迟满足缓冲了更高水平的工作时间控制对创新的影响。所有这些发现验证并扩展了关于工作时间控制和创新文献的知识，表明工作时间控制对创新很重要。基于中国文化背景，管理者应给予员工进行自我控制培训的机会，并给予他们极大的自由来鼓励员工创新。
