Research On The Relationship Among Time Pressure,Knowledge Sharing And Employee Innovation Performance

In the context of the country’s accelerated implementation of the innovation-driven development strategy,the development of high-tech enterprises is forced to press the accelerator button.The employees are the most important subjects in the high-tech enterprises,their innovative behavior and performance directly determine the innovative development of the enterprises.However,in practical work,the employees of high-tech enterprises often have to spend a lot of energy on high-quality product R & D in a limited time,which leads them to face time pressure and seriously affects their innovative work.How to correctly deal with time pressure and effectively improve employees’ innovation performance,so as to promote the development of enterprises? It has become a difficult problem faced by most high-tech enterprises.Different from the general views such as "pressure is the driving force" and "moderate pressure is beneficial",relevant studies shows that not all pressures can become the driving force of employees’ work.Whether pressure can become a driving force may also be affected by different types of pressure.In addition,some studies have shown that employees will make different knowledge responses under different time pressures,and then produce different performance results.Other scholars pointed out that the employees’ innovation performance may also be affected by temporal leadership.Then,how do different types of time pressure affect the innovation performance of employees?How does time pressure affect employee innovation performance through knowledge sharing? As a leader,how to help employees overcome time pressure effectively and turn pressure into motive power?Based on the above questions,this paper deeply explores the mechanism of different types of time pressure on the employee innovation performance,so as to put forward feasible suggestions for the development of high-tech enterprises.This study uses conservation of resources theory,social exchange theory and resource allocation theory for theoretical analysis,and puts forward research hypotheses and research models.This paper provides a new research approach,which is "Challenge time pressure and Hindrance time pressure→knowledge sharing→employee innovation performance".This paper also discusses the boundary role that temporal leadership may play in it.Questionnaire survey is used to collect data and SPSS25.0 and AMOS24.0 are used for empirical analysis and hypothesis test.The conclusions are as follows:(1)Challenge time pressure is positively correlated with knowledge sharing and innovation performance,while hindrance time pressure is negatively correlated with knowledge sharing and innovation performance;(2)Knowledge sharing is positively correlated with innovation performance;(3)Knowledge sharing plays an intermediary role between challenge-hindrance time pressure and innovation performance;(4)Temporal leadership positively moderates the relationship between challenge time pressure and knowledge sharing,while negatively moderates the relationship between hindrance time pressure and knowledge sharing.Finally,according to the research conclusions,this paper puts forward the following three suggestions:(1)"Moderate pressure is not a driving force".Managers should appropriately increase challenge time pressure for employees and reduce hindrance time pressure;(2)"The value of knowledge lies in sharing".In the process of innovation,managers should actively promote employees’ knowledge sharing behavior,so as to give play to the greater value of knowledge in innovation;(3)"Time that can be used effectively is like gold".Leaders should improve the ability of time management,and help employees to make effective use of time,so as to promote the improvement of innovation performance.