Research on the Influence of Dynamic Work Environment on Employees' Innovative Performance in the Post-epidemic Era - The Role of Job Crafting and Voice Behavior.

Jianhua Wang

doi:10.3389/fpsyg.2021.795218

Abstract

In today’s interconnected world, environmental uncertainty is higher than ever. Under the new economic normal, innovation-driven has become the key to the transformation and upgrading of various enterprises. Employees’ behavior affects the company’s innovative performance, but it is also deeply affected by the dynamic work environment. The sudden epidemic has greatly increased the environmental dynamics and uncertainties faced by individuals, and also caused many changes in individual behavior. However, the research on the mediating mechanism and boundary conditions of how the dynamic work environment affects employee behavior and results is relatively few. Based on uncertainty reduction theory and innovative performance theory, and following the research paradigm of “environment-behavior-performance,” a moderated mediation model with job crafting as the mediating variable and voice behavior as the moderating variable is constructed. Through the statistical analysis of 210 valid questionnaires for employees in different types of enterprises, the mechanism of how the dynamic work environment affects innovative performance by promoting employees to carry out job crafting is discussed. According to the test results, the dynamic work environment has a significant positive impact on individual innovative performance, and job crafting plays a mediating role in the relationship between the two. In addition, voice behavior positively moderate the relationship between dynamic work environment and job crafting, and the indirect relationship between dynamic work environment and innovative performance through job crafting.

Highlights

With the transformation of enterprises from an industrial economy to a knowledge economy, competition among enterprises has become increasingly fierce
In order to ensure that there is a good discrimination validity between the aspects involved in this study, confirmatory factor analysis is used to analyze the competition model on the discrimination effect of dynamic work environment, job crafting, innovative performance, promotive and prohibitive voice behavior
Voice behavior positively moderate the relationship between dynamic work environment and job crafting, and the indirect relationship between dynamic work environment and innovative performance through job crafting

Summary

Introduction

With the transformation of enterprises from an industrial economy to a knowledge economy, competition among enterprises has become increasingly fierce. Facing the uncertainty and dynamics of the environment, enterprises must solve the problem of how to promote the long-term development of the organization through innovation, so as to improve organizational performance, and maintain a unique competitive advantage in the era of technological iteration and change. The continuous accumulation of employee innovation has contributed to the production of organizational innovation, which is one of the decisive factors of organizational innovative performance (Amabile, 1993; Welbourne et al, 1998). In this situation, research on employees’ innovative performance is important. Seeking to stimulate employee innovation and improve the effectiveness of their innovation activities has aroused widespread concern from academia and enterprises

Results

Discussion

Conclusion