مقاله انگلیسی عوامل استرس زای نقش، رضایت شغلی و خلاقیت کارکنان
Abstract
Keywords
Introduction
Theoretical background and hypothesis development
Research design and methodology
Data analysis and results
Discussion, implications, and future research
Conclusion
Declarations of Competing Interest
Acknowledgments
Appendix A. Supplementary data
References
Abstract
This study sheds light on how role stressors influence employee creativity by jointly exploring the mediating mechanism and contextual factors affecting these relationships. Drawing from the transactional theory of stress, we consider job satisfaction to be a mediator that represents employees’ attitudinal responses to stressors. We also consider social media use within teams to be a moderator that affects employees’ stress appraisal. Specifically, we distinguish between task- and relationship-oriented social media use. We propose a multilevel moderated mediation model to depict the nomological network. Results of a survey of 359 employees in 56 organizational teams suggest that two social media usage patterns differentially moderate the relationships between role stressors and job satisfaction as well as the indirect relationships between role stressors and employee creativity through job satisfaction. We also discuss the theoretical and practical implications.
Introduction
Organizations increasingly consider team collaboration and employee creativity as two critical contributors to competitiveness, growth, and success (e.g., Hiller et al. 2006; Shalley et al. 2004). For instance, Google, Microsoft, and Apple encourage project team members to develop novel and useful ideas. Meanwhile, complex and uncertain competitive environments are often characterized by numerous work stressors. Managers and scholars thus start to consider the influences of work stressors when formulating strategies for boosting employee creativity (Leung et al. 2011; Woisetschläger et al. 2016). Given that the interdependent nature of teamwork requires team members to interact on the basis of role responsibilities (Savelsbergh et al. 2012; Windeler et al. 2017), researchers have perceived the salience of role stressors (i.e., stressful work conditions involving job roles) (Wong et al. 2007). However, empirical studies find variously that linkages between role stressors and employee creativity can be positive (e.g., Coelho et al. 2011; Woisetschläger et al. 2016), negative (e.g., Montani et al. 2017), or even nonlinear (e.g., Leung et al. 2011; Wang et al. 2011), thus failing to provide consistent guidance for strategy making.