Workplace hurdles and innovative behavior: A meta-analysis

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

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引用次数: 0

Abstract

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.

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工作场所障碍与创新行为：荟萃分析

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。

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来源期刊

Journal of Vocational Behavior PSYCHOLOGY, APPLIED-

CiteScore

13.10

自引率

5.40%

发文量

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).