جستجوی مقالات مرتبط با کلیدواژه "رفتار نوآورانه کارکنان" در نشریات گروه "مدیریت"

As one of the characteristics of the organization, work stress will affect the psychological state of employees and cause them to behave differently from the non-stress situation. Challenging stressors refer to the stressors that employees consider useful concerning work experience to create opportunities for personal growth. A hindrance stressor is a stressor that interferes with or hinders an individual’s ability to achieve valuable goals. Work stress refers to all types of pressures that are perceived by employees to significantly affect the development of an individual’s career in a work setting. Stress is the result of unmet needs, and due to their ability to cope with stress, different individuals have different stress experiences when individuals are in a state of imbalance between demand and capacity. Nowadays, emotional exhaustion, job burnout, and job performance are regarded as the results of job stress. In this regard, the main goal of the current research is to investigate the impact of challenging and hindrance stressors on the innovative behavior of employees with the mediating role of work engagement. 

Design/Methodology/Approach:

 The research is applied in terms of purpose and descriptive in terms of method, and according to the population of 400 people based on Morgan's table, the data was collected from a sample of 196 employees of Zal Iranian Company in Tehran. Sampling was done in a simple random way, and the information was obtained using the method of library studies and questionnaires. To analyze the collected data, the structural equation model was used, which includes confirmatory factor analysis, structural models, path analysis, and multiple regressions.  Also, the questionnaire was used to collect data, and Structural Equation Modeling (SEM) was used to analyze data. PLS-SEM is suitable for building exploratory theory studies that identify the drivers of a construct. PLS-SEM is suitable for testing the proposed hypotheses, and the proposed framework of the current study promotes the construction of exploratory theory instead of theory testing. Finally, the current study adopted Kaiser, Mayer, and Olkin's sampling adequacy criterion and Bartlett's test regarding the appropriateness of the sample size for factor analysis. The amount of sig was calculated to be less than 5% and the KMO index was 0.785, and the number for this index shows the adequacy of sampling to perform exploratory factor analysis. 

The results showed that challenging stressors have a positive and significant effect on the innovative behavior of employees through the mediation of work engagement.  Hindrance stressors have a negative and significant effect on the innovative behavior of employees through the mediation of work engagement. Challenging stressors have a positive and significant effect on the innovative behavior of employees. Hindrance stressors have a negative and significant effect on the innovative behavior of employees. Work engagement has a positive and significant effect on the innovative behavior of employees. Challenging stressors have a positive and significant effect on work engagement. Hindrance stressors have a negative and significant effect on work engagement. Discussion and

Challenging stressors can promote the generation of innovative ideas and behaviors of employees, and then improve employees’ innovation performance, that is, challenging stressors have a positive influence on innovation performance. Also, this study enriches the existing literature by identifying the impact of stressors on employee innovation behavior and has certain practical significance for optimizing the management of enterprises and improving employee innovation behavior. In management practice, managers should pay more attention to employees’ challenge-hindrance stressors, reasonably set challenging tasks for employees, ensure sufficient task complexity, and challenge expectations for employees.

This research is aimed at investigating the multilevel transformational leadership on the innovative behavior of employees because organizations are multilevel systems. The statistical population of this research is the Directorate General of Cultural Heritage, Industries and Tourism of Tehran Province, which includes 40 managers and 250 employees. The Cochran formula was evaluated by stratified sampling of 36 managers and 151 employees. The validity of the questionnaire was Dassil and Dehar (2015), its reliability by calculating Cronbach's alpha and CR index, and its validity by content validity methods, convergent and divergent validity was confirmed. The results showed that transformational leadership has a positive and significant effect on the innovation climate . Also, the innovation climate on the innovative behavior of employees , transformative leadership on the innovative behavior of employees , and the moderating effect of creative self-efficacy on the relation of innovative atmosphere to the innovative behavior of employeesThe data are analyzed using HLM analysis software. The output of HLM 7 software represents the multilevel relationships of the research variables. In this research, the effect of transformational leadership on both individual and It's at the group level. Transformational leadership has an impact on the innovative behavior of employees, at the individual and group levels, on the influential atmosphere. From the important findings of this multivariate analysis, the effect of moderating creative self-efficacy (individual level variable) on the relationship between individual and group factors