Study On The Influential Mechanism Of Role Stress On Employee’s Innovative Behavior

Nowadays, in the fierce competition of the global economy, it is found that enterprise innovation is the driving force to maintain long-term strategic development of enterprises. The root of enterprise innovation is the innovation of enterprise employees. With continuously increasing of the needs for enterprise innovation, enterprises propose higher requirements on the abilities of employees’ innovative behaviors. They want employees to be able to break through the traditional way to solve the "chains" of problems, use innovative methods to solve the current problems faced by enterprises, and spontaneously push enterprises to carry out the innovation reform to achieve the arrival of the upsurge of the "whole innovation" expected by enterprises. Under the background of vigorously promoting independent innovation, how to motivate innovative behaviors of employees to promote long-term development of enterprises and further to improve the performance of enterprises has become a hot issue concerned by enterprise managers and scholars.However, the upsurge of "whole innovation" does not come. One of the reasons may be that enterprises have to take the reform measures of competition and elimination to maintain its competitive advantage, so as to increase the employees’working pressure, and to greatly reduce the enthusiasm of employees to perform the innovation behavior. Previous studies have pointed out that the research on the situational influential factors of innovative behavior is mainly focused on the aspects of organizational environment and job characteristics instead of other situational factors. Therefore, this study takes a situational factor -role stress as an antecedent variable to explore the impact on employee innovative behavior. Also this study begins focusing on how these variables in the micro level to impact on employee innovative behavior by the psychological level of employees, and the introduction of a psychological mediated variable-psychological detachment from work to open the "black box" of the influential mechanism. In addition, Work-Family Boundary Theory is an important sign of whether psychological detachment from work is achieved. Therefore, this study includes a moderating variable-work-home segmentation preference to determine whether different individuals of different segmentation preferences in the same situation will produce different degrees of psychological detachment from work. Based on the review, analysis and summary of domestic and foreign literatures, this paper puts forward theoretical hypotheses for this research. By using the method of questionnaire survey to pairwise match employees’questionnaires with their immediate superiors’, we eventually get 206 copies of valid questionnaires. Then we make analysis of reliability and validity of data, and use descriptive statistical method, correlation analysis and hierarchical regression method to test the volume data of the questionnaires for hypothesis testing. Finally, three main conclusions are drawn:In the first place, role stress has a significant negative correlation with employee’s innovation behavior. Specifically, the greater the role stress of employee is, the smaller the innovative behavior of the employee is. On the contrary, the smaller the role pressure of employee is, the greater the innovative behavior is.Secondly, psychological detachment from work plays a part of the mediated role in the relationship between role stress and employee’s innovative behavior. That is to say, besides the direct impact on employees’innovative behavior directly, role stress also has an indirect impact on employees’ innovation behavior by reducing the level of psychological detachment from work.Finally, work-home segmentation preference moderates the relationship between role stress and employee’s psychological detachment from work. For employees with a high degree of work-home segmentation preference, the negative relationship between role stress and psychological detachment from work will be weakened. On the contrary, for employees with a low degree of work-home segmentation preference, the negative relationship between role stress and psychological detachment from work will be enhanced.This study mainly discusses the impact mechanism between role stress and employees’ innovative behavior, and explains mediating mechanism of psychological detachment from work in this process and moderating mechanism of work-home segmentation preference to the relationship between role stress and psychological detachment from work. Theoretical research results are good for deepen the development of enterprise innovation activities, in the meantime, also providing useful implications to promote employees’ innovation behavior.