بررسی تاثیر عوامل استرس‌زای چالش‌برانگیز و بازدارنده بر رفتار نوآورانۀ کارکنان با نقش میانجی‌گری دلبستگی شغلی

پژوهش حاضر با هدف بررسی تاثیر عوامل استرس زای چالش برانگیز و بازدارنده بر رفتار نوآورانۀ کارکنان با نقش میانجی‌گری دلبستگی شغلی انجام شده است. این پژوهش از نظر هدف، کاربردی و از نظر روش، توصیفی- همبستگی است. جامعۀ آماری شامل کلیۀ کارکنان شرکت صنعتی زال ایرانیان در تهران به تعداد 400 نفر است. با بهره گیری از جدول مورگان، 196 نفر به شیوۀ نمونه گیری تصادفی ساده انتخاب شدند. به منظور سنجش رفتار نوآورانه از پرسش‏نامۀ استاندارد کانتر (2009)، دلبستگی شغلی از پرسش‏نامۀ شاوفلی (2017) و عوامل استرس‌زای چالش برانگیز و بازدارنده از پرسش‏نامۀ سان و همکاران (2006، 2022) بهره گرفته شد. برای تجزیه ‌و تحلیل داده‌های جمع‌آوری شده، از مدل معادلات ساختاری و دو نرم‌افزار spss و pls استفاده شده است که شامل تحلیل عاملی تاییدی، مدل‌های ساختاری تجزیه‌ و تحلیل مسیر و رگرسیون چندگانه است. نتایج پژوهش نشان داد عوامل استرس‌‏زای چالش ‌برانگیز بر دلبستگی شغلی تاثیری مثبت و معنادار و عوامل استرس زای بازدارنده بر دلبستگی شغلی تاثیری منفی و معنادار دارند. عوامل استرس‌زای چالش برانگیز بر رفتار نوآورانۀ کارکنان تاثیر مثبت و عوامل استرس‌زای بازدارنده بر رفتار نوآورانۀ کارکنان تاثیر منفی دارند. افزون بر این، دلبستگی شغلی بر رفتار نوآورانه تاثیری مثبت و معنادار دارد. در نهایت، دلبستگی شغلی رابطۀ بین عوامل استرس زای چالش برانگیز و بازدارنده و رفتار نوآورانه را میانجی گری می ‌کند.

investigating the impact of challenging and hindrance stressors on the innovative behavior of employees with the mediating role of work engagement

purpose: 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. findings: 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 conclusion: 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.