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首页> 外文期刊>Journal of Business Research >Innovating under stress: The role of commitment and leader-member exchange
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Innovating under stress: The role of commitment and leader-member exchange

机译：压力下的创新：承诺和领导者与成员交流的作用

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This study sheds light on the relationships between workplace stressors and employee innovation by jointly considering mediating processes and boundary conditions. Using the challenge-hindrance model, we combine social exchange and conservation of resources theory to propose that challenge (i.e., role overload) and hindrance (i.e., role ambiguity and role conflict) stressors exert positive and negative indirect effects, respectively, on employee innovation through affective organizational commitment. We further posit that the strength of these relationships depends on the quality of leader-member exchange (LMX). In support of these predictions, a time-lagged study of 134 employees from various Canadian firms found affective commitment to mediate the differential relationships of challenge and hindrance stressors to employee innovation. Moreover, when LMX was high, the positive effects of role overload were enhanced while the negative effects of role ambiguity and role conflict were attenuated. We discuss the implications of these findings for theory and practice. (C) 2017 Elsevier Inc. All rights reserved.
机译：这项研究通过共同考虑调解过程和边界条件，阐明了工作场所压力源与员工创新之间的关系。使用挑战-阻碍模型，我们结合了社会交流和资源节约理论，提出挑战（即，角色超载）和障碍（即，角色歧义和角色冲突）压力源分别对员工创新产生正面和负面的间接影响。通过情感上的组织承诺。我们进一步假设，这些关系的强度取决于领导者-成员交换（LMX）的质量。为了支持这些预测，对来自加拿大多家公司的134名员工进行的时间滞后研究发现，他们有感情地致力于调解挑战和障碍压力源对员工创新的不同关系。此外，当LMX较高时，角色超载的积极作用会增强，而角色歧义和角色冲突的负面影响会减弱。我们讨论了这些发现对理论和实践的启示。 （C）2017 Elsevier Inc.保留所有权利。

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