Research On The Influence Of Role Stress On Employees’ Innovative Behavior

The market environment in which enterprises are located is changing rapidly.While maintaining fierce competition,they should have a long-term vision,which requires enterprises to have certain uniqueness in order to reflect the core competitiveness of enterprises.For enterprises,the key to maintaining the core competitiveness lies in continuous innovation.In the organization,employees are the important subject and the carrier of organizational innovation,so employee innovation is very important for the future development of the organization.In recent years,the research on employee innovation has begun to pay attention to the perspective of motivation.Individuals are social people.In this large collective,everyone plays different roles,so they are facing greater role pressure.From the perspective of social psychology,individuals tend to protect and maintain their good image in society.Based on its two-dimensional structure(acquired and defensive impression management motivation),this paper studies it,and adds leadership feedback as a regulating variable.Leadership is not only the supervisor of employees,but also the subject of timely feedback to employees.Leadership feedback affects the enthusiasm of employees to a certain extent.By combing a large number of relevant literature,based on role theory and resource conservation theory,and taking impression management motivation and leadership feedback as mediating and regulating variables,this paper studies the impact of role pressure on employees’ innovative behavior.This paper takes 246 employees of the enterprise as the research object,uses the way of online questionnaire,and uses the statistical analysis software SPSS25.0 and AMOS22.0 analyze the relationship between role stress,impression management motivation,leadership feedback and innovation behavior,and explore the main effect of role pressure and innovation behavior,the intermediary role of impression management motivation and the regulatory role of leadership feedback.The results show that:(1)There is a very significant negative relationship between role stress and employee innovation behavior,and employee innovation behavior will increase with the decrease of role pressure.(2)Acquisitive and defensive impression management motivation plays a partial intermediary role between role stress and employees’ innovative behavior.The increase of role pressure will lead to employees’ tendency to defensive impression management motivation and unwilling to make efforts for it,which is not conducive to promoting innovation;If the role stress is relatively small,employees will tend to choose the motivation of acquired impression management and have the courage to try,so as to promote the generation of innovative behavior.(3)Leadership feedback plays a moderating role between role stress and impression management motivation.Specifically,the addition of positive feedback weakens the relationship between role stress and impression management motivation,and the addition of negative feedback strengthens the relationship between role stress and impression management motivation.(4)The positive and negative feedback of leaders play a moderating role between role stress and innovation behavior.Specifically,positive feedback has a significant inhibitory effect on the relationship between role stress and employee innovation behavior,and negative feedback has a strong promoting effect on the relationship between variables.Based on the above conclusions,the corresponding management enlightenment is drawn:(1)Adjust the role stress level.Managers should control and adjust the level of pressure from the perspective of role pressure to promote more innovative behaviors.(2)Pay attention to individual impression management motivation.Managers should pay attention to how to bring or cultivate talents with acquired impression management motivation for enterprises.(3)Strengthen the positive feedback of leaders and avoid negative feedback.In the organization,we should give full play to the role of leadership feedback,adjust the mentality of employees and promote the generation of positive behavior.From the perspective of impression management motivation,this study broadens the research perspective to a certain extent,further enriches the relationship between variables and supplements the relevant theoretical system.Finally,the article also has some shortcomings:(1)The data can not reflect the dynamic process of a certain period of time.(2)There are certain restrictions between regions and industries.(3)The sample size taken by the research institute is small and the distribution is slightly uneven.This paper puts forward corresponding improvement measures,and looks forward to the future,which can further enrich the theoretical model,hoping to provide ideas for follow-up research.