Abstract
Based on the challenge-hindrance stressors framework and regulatory focus theory, this study explored the mediating role of promotion focus between challenge stressors and employee creativity, and the mediating role of prevention focus between hindrance stressors and creativity. In addition, we further explored the moderating role of proactive personality in this model. In the end, we discuss implications and limitations of our argument for theory and practices.
Highlights
With the rapid development of economy, innovation has become a key factor for organizations to gain competitive advantage and survive in the fierce market competition
Based on the regulatory focus theory and the framework of challenge-hindrance stressors, this study considers that challenge stressors and hindrance stressors can induce different regulatory foci of employees
Based on the regulatory focus theory, this study argues that promotion focus and prevention focus have different effects on employee creativity
Summary
With the rapid development of economy, innovation has become a key factor for organizations to gain competitive advantage and survive in the fierce market competition. How to improve employee creativity under heavy job stress has become a hot topic for managers and scholars. Many scholars have studied the relationship between stressors and employee creativity since Cavanaugh et al(2000) classified stressors into two categories: challenge stressor and hindrance stressor[3]. Hindrance stressors have been shown to weaken creativity, while the results of challenge stressors are inconsistent[4]. The mechanism through which stressors affect employee creativity has not been discussed by scholars in depth. Inconsistent conclusions and unclear influence mechanism hinder the development of theories, which means that we cannot suggest managers about how to promote the employee creativity. This study will construct a mechanism model about the impact of job stressors (challenge stressor and hindrance stressor) on employee creativity.
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