Fan Jianpeng, Fan Yukun, Yu Lingli, Man Shuyu
School of Economics Management, Pingdingshan University, Pingdingshan, Henan Province, China.
School of Economics and Trade, Henan University of Technology, Zhengzhou, Henan, China.
Front Psychol. 2022 Oct 11;13:969013. doi: 10.3389/fpsyg.2022.969013. eCollection 2022.
Hindrance stress is a stimulus factor in the workplace that has a certain impact on the innovative behavior of employees. Most existing studies focus on the analysis of individual-level factors, ignoring the important role of organizational-level factors. This study uses multiple linear models to empirically analyze the interaction mechanisms among hindrance stress, proactive personality, employment relationship atmosphere, and employee innovative behavior factors in the workplace. This study found the following: (1) Hindrance stress negatively affects employees' innovative behavior. (2) A proactive personality positively affects employees' innovative behavior. (3) A proactive personality plays a moderating role in the relationship between hindrance stress and employees' innovative behavior. (4) The employment relationship atmosphere has a positive impact on employees' innovative behavior. (5) The employment relationship atmosphere plays a moderating role in the relationship between hindrance stress and employees' innovative behavior. This study enriches theoretical knowledge in the field of human resources and provides guidance for business managers on the effective encouragement of employees' innovative behavior.
阻碍性压力是工作场所中的一种刺激因素，对员工的创新行为有一定影响。大多数现有研究侧重于个体层面因素的分析，而忽视了组织层面因素的重要作用。本研究使用多元线性模型对工作场所中阻碍性压力、积极型人格、雇佣关系氛围和员工创新行为因素之间的相互作用机制进行实证分析。本研究发现如下：（1）阻碍性压力对员工的创新行为有负面影响。（2）积极型人格对员工的创新行为有积极影响。（3）积极型人格在阻碍性压力与员工创新行为之间的关系中起调节作用。（4）雇佣关系氛围对员工的创新行为有积极影响。（5）雇佣关系氛围在阻碍性压力与员工创新行为之间的关系中起调节作用。本研究丰富了人力资源领域的理论知识，并为企业管理者有效激励员工的创新行为提供指导。
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