The Research On The Impact Of Challenging Stressors On Employees' Innovative Behavior

“Promoting innovation and cultivating innovation and kinetic energy” is a topic frequently mentioned in government work reports in recent years.The innovative development strategy has been upgraded to a national strategy,especially the “independent and independent innovation development strategy” has become the guiding principle for building an innovative country.Its importance has not been found in the recent "Zhongxing event" and "Huawei event".However,the difficulty of innovation and the task become the main problem of the current innovative enterprise.Employees in such enterprises face high-intensity and challenging pressures when conducting innovative research,discussing employee innovation behavior and this challenging pressure.The relationship between sources has certain practical needs and theoretical significance.Due to the challenging working hours,heavy tasks and wide scope,employees are prone to mistakes,and trial and error can promote innovation.At the same time,establishing and implementing a mismanagement culture is inseparable from continuous organizational support..so variable perception of error management culture and sense of organizational support are introduced.Based on the job requirements-resources model,this study explores the boundary conditions between challenging stressors and employees' innovative behaviors in organizations,and attempts to explain the important role of resources in challenging stressors and employees' innovative behaviors.By introducing the two variables of mismanagement culture perception and organizational support,this paper explores the new mechanism of the influence of challenge stressors on employees' innovation behavior.Through the analysis of 334 sample datafind that :(1)in the organization,the challenge stressors are positively correlated with the innovation behaviors of employees;(2)mismanagement culture perception negatively moderates the relationship between challenging stressors and employees' innovative behaviors;Among them,the "wrong correction and thinking" and "wrong sharing and communication" in the cultural perception of wrong management have no significant moderating effect on the relationship between challenge stressors and "proposing ideas"."Wrong correction and thinking" negatively regulates the relationship between challenging stressors and "promotion and implementation of ideas",while "wrong sharing and learning" negatively regulates the relationship between challenging stressors and "promotion and implementation of ideas".(3)when individuals face challenging stressors,the combination of "high false management culture perception" and "high sense of organizational support" enhances the impact of challenging stressors on employees' innovative behaviors and makes employees' innovative behaviors the strongest."High error management culture awareness" and "low perceived organizational support" the combination of enhanced challenge stressors influence on employee innovative behavior,"low error management cultural awareness" and "high perceived organizational support" the combination of the reduced pressure regulating challenging source influence on employee innovative behavior,and these two kinds of combination innovation behavior of the employees is moderate;The combination of "low false management culture perception" and "low organizational support" enhanced the impact of challenging stressors on employees' innovative behaviors,but employees showed the weakest innovative behaviors.