Research On The Influence Of Time Pressure On Employees’ Innovative Performance

Given the increasingly competitive society,enterprises need to introduce new products or develop new technologies to present innovative results,that is,improve the performance output of employees.Therefore,the organization’s requirements for employees in innovation have increased,which has led to important changes in the way employees work and the shaping of their role in the workplace.The intensity of the work pressure they face has increased significantly,and the nature and content of the pressure has become increasingly diverse,It is more difficult and challenging for employees to achieve innovation in their work tasks.In management practice,employees bear overloaded tasks and requirements.On the one hand,they have a sense of time urgency to complete tasks,and on the other hand,they are required by enterprises to creatively complete tasks.How to improve employees’ innovative performance output under tight time pressure is a new challenge for organizations and employees.In management practice,employees bear overloaded tasks and requirements.The impact of time pressure on employees is not single negative or positive.Time pressure is classified according to its nature,including challenging time pressure and hindering time pressure.Work-related emotional exhaustion is considered to be a response caused by stressors in the workplace.Different types of time pressure can lead to different perceptions and emotional experiences among employees,which can affect their work behavior and further impact innovation performance.In addition,as an important environmental variable,perceived organizational support is an external resource available to individuals.Organizations influence employees’ work attitude,behavior and performance by giving them perceived supportive measures.In the past,researchers paid more attention to its positive effect on the organization than its negative effect.Managers and organizations should also pay attention to the inhibition of perceived organizational support.Under different time pressures,discuss the moderating role of perceived organizational support and bring about different effects,thus enriching the research on boundary conditions of perceived organizational support.This study constructs a model of time pressure and employees’ innovative performance,with emotional exhaustion as the mediator variable and perceived organizational support as the moderator variable,to discuss the mechanism of this.Based on 367 data samples of ordinary on-the-job employees in enterprises,the empirical analysis is conducted using SPSS and MPLUS data software,and the following conclusions are drawn:(1)There is a correlation between time pressure and employee innovation performance.There is a positive correlation between challenging time pressure and employee innovation performance,while there is a negative correlation between obstructive time pressure and employee innovation performance.From the perspective of stressors,based on the cognitive evaluation theory,employees first evaluate the stress events at work,and the results of the evaluation will affect employees’ emotions and work attitudes,and then affect their behavior and innovation performance.(2)Emotional exhaustion plays an intermediary role between time pressure and employee innovation performance.Challenging time pressure negatively affects emotional exhaustion,and emotional exhaustion negatively affects employee innovation performance.Emotional exhaustion plays a partial intermediary role between challenging time pressure and employee innovation performance;Obstructive time pressure has a positive impact on emotional exhaustion,and emotional exhaustion has a negative impact on employees’ innovation performance.Emotional exhaustion plays a partial intermediary role between obstructive time pressure and employees’ innovation performance.On the basis of the theory of resource conservation,on the one hand,the challenge and sense of achievement brought by the work itself can be transformed into the emotional resources of employees;On the other hand,employees will choose to keep their own resources in order to avoid consuming resources in the state of emotional resource scarcity.Therefore,this study introduces emotional exhaustion as the intermediary variable in the model to supplement the relevant research on the path of work stress-emotion-employee innovation performance.(3)Organizational support regulates the relationship between time pressure and employee innovation performance.Employees are faced with challenging time pressure.According to the theory of cognitive evaluation,the higher the perceived sense of organizational support,the more dependent the employees will be on organizational support resources,which will weaken the positive impact of challenging time pressure on employees’ innovation performance;On the contrary,when employees are faced with obstructive time pressure,based on the analysis of cognitive evaluation theory and resource conservation theory,the higher the perceived sense of organizational support will help supplement employees’ emotional resources,alleviate the negative impact of obstructive time factors,generate more positive behaviors,and reduce the negative impact of obstructive time pressure on employees’ innovation performance.Different time pressure situations bring different perceptions to employees,and organizational support will also play different roles.This is also the response of scholars to the call of the study of organizational support: explore the boundary conditions of organizational support affecting employee performance.From the perspective of cognitive evaluation theory and resource conservation theory,this study discusses the impact of time pressure on employees’ innovative performance by distinguishing different sources of pressure,looks at the normal time pressure from different perspectives,and expands relevant research on improving employees’ innovative performance.With emotional exhaustion as the intermediary variable,it enriches the research on event emotion employee work behavior and performance,and supplements the research on boundary conditions of perceived organizational support.It also provides a new perspective for the study of perceived organizational support,thus providing inspiration for organizational management practice.