摘要
预期工作量是员工评估未来事件发生和响应工作环境变化的关键因素,然而在企业数字化转型和“裁员潮”持续高涨的环境下,预期工作量如何影响员工的工作表现,已有研究并未给出解答。基于认知评价理论,本研究从“挑战性”和“威胁性”的视角构建了预期工作量影响员工创新的双中介模型,并探讨了当前工作量的调节作用。通过对266份两波次数据进行层次回归和Bootstrap方法分析,结果表明:预期工作量通过激发工作进度位置控制正向影响员工创新;预期工作量通过引发紧张情绪负向影响员工创新;当前工作量增强了预期工作量对情绪紧张的正向影响,并增强了情绪紧张在预期工作量和员工创新行为之间的中介作用;当前工作量并未显著影响预期工作量和工作进度位置控制之间的关系。研究凸显了预期工作量在影响创新问题方面的价值,为理解预期工作量对员工创新行为产生影响的具体机制提供全面的理论视角,为如何从挑战性和威胁性视角激发员工创新行为提供了理论和实践参考。
Employees are the core of companies, and enterprise innovation depends on the employee′s innovative behavior. Therefore, how to effectively promote employees′ innovative behavior is the top priority of enterprise development. Understanding the factors that influence employees′ innovative behavior is critical. Anticipated workload is a key factor for employees to assess future events and respond to changes in the work environment. However, under the environment of enterprise digital transformation and "layoff wave", the anticipated workload has not been explained by existing studies.Based on the cognitive evaluation theory, this study constructed a dual mediation model of the impact of anticipated workload on employees′ innovation from the perspectives of "challenge" and "threat", and explored the moderating effect of current workload. By means of e-mail, some questionnaires were distributed on large and medium-sized enterprises in computer, communication and other electronic equipment manufacturing industries in Beijing, Tianjin, Hebei, etc., and 266 two-wave data were collected and analyzed with hierarchical regression and Bootstrap method using SPSS, AMOS and MPLUS.The empirical results showed that anticipated workload has a double-edged sword effect on employees′ innovative behavior. Anticipated workload not only positively affects employees′ innovative behavior through work schedule and location control but also negatively inhibits employees′ innovative behavior through emotional stress. The current workload bias moderates the relationship between anticipated workload and emotional stress, and moderates the indirect effect of anticipated workload on employee innovative behavior through emotional stress. However, the moderating effect of current workload bias in the relationship between anticipated workload and work schedule and location control was not significant, nor did it moderate the mediating effect of work schedule and location control in the relationship between anticipated workload and innovative behavior. The study highlighted the value of anticipated workload in influencing employee innovation, and provided a comprehensive theoretical perspective for understanding the specific mechanism of anticipated workload affecting employee innovative behavior. Our findings have contributed to the practice of management in several ways. Firstly, managers should focus on reducing employees′ emotional stress and enhancing their sense of work schedule and location control. On the one hand, managers should provide employees with the resources needed for work, reduce the psychological pressure of employees, set clear work goals by clarifying the urgency of various tasks, help individuals independently evaluate and reasonably allocate work resources, and relieve the tension of employees. On the other hand, on the premise of not interfering with the progress of employees, managers should understand the needs of employees, enhance the flexibility of work, allow employees to respond to and deal with work tasks at flexible time and place, enhance their sense of work schedule and location control, and stimulate their innovative behavior. Secondly, employees′ cognitive evaluation of anticipated workload is critical. Managers should convey the high workload requirements to employees in a way that is easy for employees to accept, help employees build confidence in overcoming difficulties, enhance their work autonomy and sense of mission, and guide employees to make positive cognitive evaluation of the anticipated workload. Thirdly, compared with the anticipated workload, the current workload has a stronger sense of control and certainty. Managers should regularly communicate with employees to understand their working status and resource reserve, so as to timely adjust the current workload of employees, so that they can cope with the challenge of the anticipated workload increase with a positive attitude, and enhance their sense of work schedule and location control, relieve tension caused by high workload.
作者
张梦桃
张生太
Zhang Mengtao;Zhang Shengtai(School of Economics and Management,Beijing University of Posts and Telecommunications,Beijing 100876,China)
出处
《科研管理》
CSSCI
CSCD
北大核心
2023年第11期184-192,共9页
Science Research Management
基金
国家自然科学基金项目:“移动社交网络微信的知识传播机理研究”(71571022,2016.01—2019.12)。
关键词
预期工作量
员工创新行为
工作进度位置控制
情绪紧张
当前工作量
认知评价理论
anticipated workload
employees'innovative behavior
work schedule and location control
emotional stress
current workload
cognitive evaluation theory
