摘要: |
时间压力几乎是所有员工面临的一种最常见的压力,如何在当今快节奏的工作环境中提高员工的工作幸福感和创新绩效是业界和学界所关注的重点话题。基于心理契约理论,通过跨时点的方式对485名新生代员工进行调查,并使用多项式回归与响应面分析探究了工作任务分配前后时间压力一致性对新生代员工工作幸福感和创新绩效的影响机制。研究结果发现:(1)相较于“低预期-低感知”时间压力一致,在“高预期-高感知”时间压力一致的情况下,新生代员工的工作幸福感和创新绩效更高;(2)相较于“低预期-高感知”时间压力不一致,在“高预期-低感知”时间压力不一致的情况下,新生代员工的创新绩效更高;(3)预期时间压力与感知时间压力越一致,新生代员工的工作幸福感和创新绩效越高;(4)新生代员工工作幸福感在时间压力一致性与创新绩效之间起中介作用;(5)时间领导正向调节时间压力一致性与新生代员工工作幸福感之间的关系,高时间领导下更容激发时间压力一致性对工作幸福感的促进作用。这些结论对破解当前时间紧张的困境,提升员工工作幸福感和创新绩效具有重要意义。 |
关键词: 预期时间压力 感知时间压力 工作幸福感 时间领导 创新绩效 |
DOI:10.13581/j.cnki.rdm.20190024 |
分类号: |
基金项目:国家自科基金项目“学习-认知视角下双元领导行为的多层效应与转换过程研究”(71772138);国家自然科学基金项目“授权型与命令型领导策略组合对团队创新的阶段效应:单一性还是双元性?”(71472137);教育部人文社会科学研究规划基金项目“团队领导包容的承启机制及多层面驱动创新效应研究”(19YJA630125) |
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“Only Quick Not Break” or “Slow Work Makes Fine Work”: Consistency of Time Pressure and New Generation Employees’ Innovation Performance |
LUO Jin-lian,张显春,闫佳祺
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School of economic and Management,Tongji University
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Abstract: |
Time pressure is one of the most common pressures faced by almost all employees. How to improve employees" work well-being and innovation performance is a key topic concerned by the industry and academia in fast-paced work environment. Based on the psychological contract theory, 485 new generation employees were investigated in a cross-time-point way, and the influence mechanism of the consistency of time pressure before and after task assignment on the new generation employees’ work well-being and innovation performance was explored by polynomial regression and response surface analysis. The results of the study found that: (1) compared with the consistency of “low expectation-low perception” time pressure, the new generation of employees have higher work well-being and innovation performance under the condition of “high expectation-high perception” time pressure; (2) compared with the inconsistency of “low expectation-high perception” time pressure, the new generation of employees has higher innovation performance under the “high expectation-low perception” time pressure; (3) the more consistent the expected time pressure is with the perceived time pressure, the higher the work well-being and innovation performance of the new generation of employees; (4) new generation employees’ work well-being mediated the impact of the congruence between the consistency of time pressure and innovation performance; (5) temporal leadership positively moderated the relationship between the consistency of time pressure and new generation of employees’ work well-being. Under high temporal leadership, it is more likely to stimulate the consistency of time pressure to promote the work well-being. These conclusions are of great significance for solving the dilemma of time constraints and improving employees" work well-being and innovation performance. |
Key words: Expected time pressure perceived time pressure work well-being temporal leadership innovation performance |