双元工作压力情境下如何促进员工产生创新行为--基于模糊集的定性比较分析  

On Ways to Promote Employee Innovative Behavior under Dual Work Pressure--A Qualitative Comparative Analysis Based on Fuzzy Sets

作　　者：史青[1] 王亦博 SHI Qing;WANG Yibo(College of Business Administration,Xinjiang University of Finance and Economics,Uumqi 830012,China)

机构地区：[1]新疆财经大学工商管理学院,新疆乌鲁木齐830012

出　　处：《渤海大学学报（哲学社会科学版）》2024年第2期66-74,共9页Journal of Bohai University:Philosophy & Social Science Edition

基　　金：国家社会科学基金项目“新发展格局下新疆城乡居民美好生活需要与消费升级研究”阶段性成果(项目编号:22BJY237);校地合作招标项目“新疆企业数字化管理人才能力评价与应用研究”阶段性成果(项目编号:2023SLC001)。

摘　　要：基于组态视角与个人—环境匹配理论,以152名企业员工为研究对象,运用CiteSpace和fsQCA方法对企业中促进员工产生创新行为的影响因素进行组态分析。探究不同压力情境下变革型领导、知识共享和心理授权在员工创新行为产生过程中的差异机制。结果表明,当员工感知的压力为挑战性压力且非阻碍性压力时,企业管理者应采用变革型领导的方式,并且鼓励员工之间知识共享;当员工既感知到挑战性压力又感知到阻碍性压力时,企业管理者应采用变革型领导的方式,并且提高员工的心理授权。Based on the perspective of configuration and the theory of individual-environment matching,152 enterprise employees were selected as the research objects,and CiteSpace and fsQCA methods were used to make a configuration analysis of the influencing factors that promote employee innovation behavior in the enterprise.The paper explores the differential mechanisms of transformational leadership,knowledge sharing,and psychological empowerment in the process of employee innovation behavior under different stress situations.The results indicate that when employees perceive challenging and non-obstructive stress,business managers should adopt a transformational leadership approach and encourage knowledge sharing among employees.When employees perceive both challenging and obstructive pressure,they should adopt a transformational leadership approach and enhance employee psychological empowerment.

关 键 词：员工创新行为 个人—环境匹配理论 定性比较分析 变革型领导 

分 类 号：F272[经济管理—企业管理]