Research On The Relationship Between Challenge-hindrance Stressor And Creativity

Rapidly accelerated work rhythm and ever-changing demand for creativity have brought an unavoidable important proposition to the theoretical and practical world: How to turn stress into creativity? The dynamic and complex competitive landscape accompanied with ubiquitous work pressure has forced companies to continue to carry out innovative activities in time urgency and heavy-duty environments.The creativity of employees is a key factor in the company's ability to innovate,so improving the creativity of employees is crucial.In recent years,as the creativity become more important,the relationship between Challenge-Hindrance Stressor and creativity has begun to be valued.At present,scholars study the influencing factors of creativity from individual traits to work situations.Work stress as an important situational factor,there is not much research on the relationship between Challenge-Hindrance Stressor and employee creativity,and it has inconsistent conclusions and a single intermediary mechanism phenomenon.The mechanism of the impact of Challenge-Hindrance Stressor on creativity is not yet clear,and there are still few studies on how does it work and which factors will affected it.At the same time,leadership is an important organizational factor for employee creativity,but can it play a positive role in this correlation? Domestic and foreign research in this area is also almost blank,and thus it is impossible to provide well-founded management inspiration for corporate management through practices with rich theoretical results.Based on the above analysis,this study introduces the Conservation of Resources theory,proposes the mechanism of the Challenge-Hindrance Stressor and creativity,and enriches the research on the correlation;and introduces a working sense of this transmission mechanism to clarify that the work pressure affects creativity,extends the application value of the Empowering Leadership theory,provides a new regulator between empowering leadership and creativity;in practice,it helps the company provides targeted management advice to reduce the negative work pressure and improve creativity of employees.This study uses a combination of literature analysis and empirical research to review and sort out existing research results at home and abroad,and design questionnaires to collect data.Selecting employees and their superiors as research objects,using SPSS 21.0,AMOS 21.0 to analyze 229 sets of “employee-leadership” paired sample data using hierarchical regression,etc.and reached the following conclusions:(1)Challenge Stressor and creativity are positively correlated;Hindrance Stressor and creativity negatively correlated.(2)Challenge Stressor and Thriving at work are positively correlated;Hindrance Stressor and Thriving at work negatively correlated.(3)Thriving at work and creativity are positively correlated.(4)Thriving at work plays an intermediary role between Challenge-Hindrance Stressor and creativity.(5)Empowering Leadership play a regulatory role between Challenge-Hindrance Stressor and employee creativity.