工作场所障碍与创新行为:荟萃分析

IF 5.2 1区 心理学 Q1 PSYCHOLOGY, APPLIED Journal of Vocational Behavior Pub Date : 2024-01-10 DOI:10.1016/j.jvb.2024.103968
Thomas W.H. Ng
{"title":"工作场所障碍与创新行为:荟萃分析","authors":"Thomas W.H. Ng","doi":"10.1016/j.jvb.2024.103968","DOIUrl":null,"url":null,"abstract":"<div><p><span>Many studies have assumed that workplace hurdles have uniform effects on innovative behavior and that motivational mechanisms are the key explanation. Guided by the conservation of resources theory, this study argues that different subgroups of workplace hurdles might relate to innovative behavior differently and that the mechanism underlying the relationship between workplace hurdles and innovative behavior can be informed by an organizational attachment perspective. Meta-analytical data from 544 samples (</span><em>N</em> = 188,572) showed that (a) social hurdles were more strongly and negatively related to innovative behavior than were task and organizational hurdles, (b) the absence of favorable conditions was more strongly and negatively related to innovative behavior than were proximal stressors, and (c) hindrance stressors were more strongly and negatively related to innovative behavior than were challenge stressors. The path analysis results also provide support for the proposed theoretical process: workplace hurdles weaken organizational attachment, which in turn lowers innovative behavior. Crucially, organizational attachment remained a significant mediator even when I controlled for the mediating effects of job and creative motivation. Moderator analyses showed that the study relationships were generally robust.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"149 ","pages":"Article 103968"},"PeriodicalIF":5.2000,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Workplace hurdles and innovative behavior: A meta-analysis\",\"authors\":\"Thomas W.H. Ng\",\"doi\":\"10.1016/j.jvb.2024.103968\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p><span>Many studies have assumed that workplace hurdles have uniform effects on innovative behavior and that motivational mechanisms are the key explanation. Guided by the conservation of resources theory, this study argues that different subgroups of workplace hurdles might relate to innovative behavior differently and that the mechanism underlying the relationship between workplace hurdles and innovative behavior can be informed by an organizational attachment perspective. Meta-analytical data from 544 samples (</span><em>N</em> = 188,572) showed that (a) social hurdles were more strongly and negatively related to innovative behavior than were task and organizational hurdles, (b) the absence of favorable conditions was more strongly and negatively related to innovative behavior than were proximal stressors, and (c) hindrance stressors were more strongly and negatively related to innovative behavior than were challenge stressors. The path analysis results also provide support for the proposed theoretical process: workplace hurdles weaken organizational attachment, which in turn lowers innovative behavior. Crucially, organizational attachment remained a significant mediator even when I controlled for the mediating effects of job and creative motivation. Moderator analyses showed that the study relationships were generally robust.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":\"149 \",\"pages\":\"Article 103968\"},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2024-01-10\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879124000095\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879124000095","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 0

摘要

许多研究认为,工作场所障碍对创新行为的影响是一致的,动机机制是关键的解释因素。在资源保护理论的指导下,本研究认为,工作场所障碍的不同子类与创新行为的关系可能不同,工作场所障碍与创新行为之间关系的内在机制可以从组织依附的角度得到启发。来自 544 个样本(N=188,572)的元分析数据显示:(a) 与任务和组织障碍相比,社会障碍与创新行为的负相关更强;(b) 与近似压力源相比,缺乏有利条件与创新行为的负相关更强;(c) 与挑战压力源相比,阻碍压力源与创新行为的负相关更强。路径分析结果也为所提出的理论过程提供了支持:工作场所的障碍会削弱组织依恋,进而降低创新行为。重要的是,即使我控制了工作和创新动机的中介效应,组织依恋仍然是一个重要的中介因素。调节分析表明,研究关系总体上是稳健的。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
Workplace hurdles and innovative behavior: A meta-analysis

Many studies have assumed that workplace hurdles have uniform effects on innovative behavior and that motivational mechanisms are the key explanation. Guided by the conservation of resources theory, this study argues that different subgroups of workplace hurdles might relate to innovative behavior differently and that the mechanism underlying the relationship between workplace hurdles and innovative behavior can be informed by an organizational attachment perspective. Meta-analytical data from 544 samples (N = 188,572) showed that (a) social hurdles were more strongly and negatively related to innovative behavior than were task and organizational hurdles, (b) the absence of favorable conditions was more strongly and negatively related to innovative behavior than were proximal stressors, and (c) hindrance stressors were more strongly and negatively related to innovative behavior than were challenge stressors. The path analysis results also provide support for the proposed theoretical process: workplace hurdles weaken organizational attachment, which in turn lowers innovative behavior. Crucially, organizational attachment remained a significant mediator even when I controlled for the mediating effects of job and creative motivation. Moderator analyses showed that the study relationships were generally robust.

求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
Journal of Vocational Behavior
Journal of Vocational Behavior PSYCHOLOGY, APPLIED-
CiteScore
13.10
自引率
5.40%
发文量
85
期刊介绍: The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).
期刊最新文献
Does grade point average have a long-lasting impact on career success later in life? A resource caravans' perspective from adolescence to mid-career Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships Are they more proactive or less engaged? Understanding employees' career proactivity after promotion failure through an attribution lens Humble leader, successful follower: Linking leader humility with follower career outcomes via leader competence from an implicit leadership theory perspective The psychological experience of flexibility in the workplace: How psychological job control and boundary control profiles relate to the wellbeing of flexible workers
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1