Employee Organization Relationship Of Pressure And Innovation Performance

With the development of science and technology and social development change rapidly, changing external market competition increasingly complex and diversified, the competition within a single enterprise organization is more and more fierce, so that employees work frequency speed, workload increases, more difficult, so the employees most enterprises gradually feel certain work pressure, work stress problem has become a social problem, are also growing concern all kinds of social hot spot on the more important position. The working pressure is high, the physiology and the psychological will employees affected by the greater impact on their work, the behavior choice and treat the work itself attitude is also more, thus, influenced by the individual’s job performance and organizational overall job performance is greater. Based on the investigation made to specific enterprises of all staff, the relationship between through analyzing their perceived work stress and their creative work performance, the hope can have a deep understanding of the staff in the organization’s work pressure, and form mechanism of it deeply study, action mechanism and effect of the situation in order to understand the working performance and working pressure between each other, and hope to have the certain reference and help effect on stress management methods in today’s corporate staff in the management of labor relations.This paper referred to the massive domestic and foreign literature, and carries on the careful combing, puts forward the research framework and research related, construct the model is relatively simple, the basis of the experience of domestic and foreign relevant part of scale on the design of three kinds of items in a company site by releasing investigation asked to visit the company employees roll form, finishing the questionnaire, carry on the analysis using the SPSS19.0 version of the software, the descriptive single factor variance, to involve the questionnaire was analyzed, the research and made the independent sample T test and regression and correlation analysis, hypothesis to verify the theory, and draw the relevant conclusion:One, the staff work pressure is composed of six dimensions, and it also can further divided into inferiority and the positive pressure, and only the work itself is a benign pressure, interpersonal, character, occupation career management, fabric, atmosphere and work family interface pressure form the bad stress.Second, there was a significant positive correlation between job stress and job performance of the work itself, the work pressure will bring increased employee job enthusiasm and job skills improve, so as to improve the employee individual performance, thus improving their overall job performance. Organizations should benign pressure maintenance, employee development, reduce and weaken pressure inferior to the employees perception.Third, work pressure sources as mutual differences between individual employees and the particularity of employees and have bigger difference, the concrete manifestation in the gender, age, education level, work experience, job posts, different from the status quo of the employees affected by the perceived work stress is not the same. Should according to different employee individual pressure, implementation of different management methods, work along both lines from the individual and organizational level, take corresponding measures, improve the staff’s working enthusiasm, help staff to weaken the work and family, their perceived personal development and organizational performance relationship to bring pressure, make employee counselling and training work, hope to be able to provide relevant reference to the problem of human resource management in the organization.