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Leveraging Work-Related Stressors for Employee Innovation: The Moderating Role of Enterprise Social Networking Use Completed Research Paper

机译：利用与员工创新的工作相关的压力师：企业社交网络的适度作用使用完成的研究论文

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摘要

Enterprise social networking (ESN) techniques have been widely adopted by firms to provide a platform for public communication among employees. This study investigates how the relationships between stressors (i.e., challenge and hindrance stressors) and employee innovation are moderated by task-oriented and relationship-oriented ESN use. Since challenge-hindrance stressors and employee innovation are individual-level variables and task-oriented ESN use and relationship-oriented ESN use are team-level variables, we thus use hierarchical linear model to test this cross-level model. The results of a survey of 191 employees in 50 groups indicate that two ESN use types differentially moderate the relationship between stressors and employee innovation. Specifically, task-oriented ESN use positively moderates the effects of the two stressors on employee innovation, while relationship-oriented ESN use negatively moderates the relationship between the two stressors and employee innovation. In addition, we find that challenge stressors significantly improve employee innovation. Theoretical and practical implications are discussed.
机译：企业社交网络（ESN）技术已被公司广泛采用，为员工提供公共交流的平台。本研究调查了应力源（即挑战和障碍压力源）和员工创新的关系如何通过面向任务和面向关系的ESN使用来调节。由于挑战 - 障碍压力源和员工创新是个性级别变量，并且面向任务导向的ESN使用以及面向关系的ESN使用是团队级变量，因此我们使用分层线性模型来测试该交叉级模型。 50组中191名员工调查结果表明，两个ESN使用类型差别差别缓和压力源和员工创新之间的关系。具体而言，面向任务的ESN使用积极的缓解两种压力源对员工创新的影响，而导向关系的ESN使用对两个压力源和员工创新之间的关系进行了负面调节。此外，我们发现挑战压力源显着提高员工创新。讨论了理论和实践影响。

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