On the Influence Mechanism of Time Pressure on Employees' Creativity
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摘要: 员工创造力是组织的关键竞争优势, 而时间压力作为员工面临的一种普遍现象, 对员工创造力的增益与损耗并存。为进一步探讨时间压力对员工创造力的影响机制, 整合压力的交互模型与创造力的双重路径模型, 对企业员工进行调研并利用Mplus进行统计分析。研究表明: 评估为挑战或威胁的时间压力分别引发不同的创造力路径, 挑战性时间压力通过灵活性路径从广度上促进员工创造力, 威胁性时间压力通过持续性路径从深度上促进员工创造力; 组织承诺正向调节威胁性时间压力与认知持续性的关系, 高组织承诺促使员工投入更多的时间和精力来“啃硬骨头”。该研究为时间压力相关研究提出新视角, 也为企业提高员工创造力提供了启示。Abstract: Employees' creativity is a key competitive advantage of an organization, while time pressure is commonly faced by employees, and has both positive andnegative effects on creativity. From the perspective of the Transactional Models of Stress and the Dual Pathway to Creativity Model, this paper attempts to further explore the influence mechanism of time pressure on creativity by investigating employees and analyzing by Mplus. The results show that the time pressure evaluated as a challenge or threat awakens different creative pathways respectively. Challenging time pressure awakens cognitive flexibility and promotes creativity from"breadth"through the flexible pathway. Threatening time pressure on stress awakens cognitive persistence and promotes creativity from "depth"through the persistent pathway. Organizational commitment of employees moderates the relationship between threatening time pressure and cognitive sustainability, so as to encourage employees to invest more time and energy in hard work. The findings provide a new perspective for future research on time pressure, and beneficial inspiration for managers to improve employees' creativity.
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表 1 变量区分度检验结果
模型 χ2 df χ2/df CFI TLI RMSEA SRMR 单因子模型 5147.245 495 10.40 0.462 0.426 0.151 0.131 二因子模型 4332.95 494 8.77 0.556 0.525 0.137 0.120 三因子模型 3299.179 492 6.71 0.675 0.652 0.118 0.109 四因子模型 2673.090 489 5.47 0.747 0.727 0.104 0.113 五因子模型 2514.227 485 5.18 0.765 0.744 0.101 0.109 六因子模型 1360.451 480 2.83 0.898 0.888 0.067 0.064 七因子模型 841.600 474 1.78 0.957 0.953 0.043 0.035 
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表 2 变量均值、标准差与相关性分析
变量 均值 标准差 1 2 3 4 5 6 7 时间压力 4.82 1.34 1 挑战性时间压力 4.73 1.62 0.345** 1 威胁性时间压力 4.14 1.56 0.320** 0.387** 1 认知灵活性 4.95 1.44 0.352** 0.387** 0.372** 1 认知持续性 4.48 1.43 0.183** 0.200** 0.239** 0.228** 1 组织承诺 4.10 1.56 -0.026 0.086 0.034 0.041 0.159* 1 员工创造力 4.83 1.39 0.443** 0.428** 0.464** 0.427** 0.325** 0.161* 1 注：*代表P < 0.01，**代表P < 0.001，双尾检验。下表同。
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表 3 双重链式中介效应检验
作用路径 效应值 标准误 临界比 置信区间 显著性 下限 上限 时间压力→挑战性时间压力→员工创造力 0.074 0.023 3.171** 0.028 0.119 显著 时间压力→认知灵活性→员工创造力 0.042 0.015 2.712** 0.012 0.072 显著 时间压力→挑战性时间压力→认知灵活性→员工创造力 0.023 0.008 2.744** 0.007 0.039 显著 时间压力→威胁性时间压力→员工创造力 0.021 0.016 1.816 -0.002 0.044 不显著 时间压力→认知持续性→员工创造力 0.091 0.021 4.243*** 0.049 0.132 显著 时间压力→威胁性时间压力→认知持续性→员工创造力 0.012 0.006 2.233* 0.001 0.023 显著
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表 4 组织承诺的调节效应
变量 因变量(认知持续性) 效应值 标准差 临界比 95%置信区间 显著性 下限 上限 威胁性时间压力 0.167 0.047 3.56*** 0.075 0.259 显著 组织承诺 0.192 0.068 2.816** 0.058 0.326 显著 组织承诺×威胁性时间压力 0.128 0.060 2.144** 0.011 0.245 显著 组织承诺 调节效应下自变量对因变量的条件效应 均值-标准差(-1SD) 0.006 0.014 0.458 -0.020 0.033 不显著 均值(Mean) 0.027 0.011 2.407** 0.005 0.048 显著 均值+标准差(+1SD) 0.047 0.017 2.775** 0.014 0.080 显著
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