Many studies have assumed that workplace hurdles have uniform effects on innovative behavior and that motivational mechanisms are the key explanation. Guided by the conservation of resources theory, this study argues that different subgroups of workplace hurdles might relate to innovative behavior differently and that the mechanism underlying the relationship between workplace hurdles and innovative behavior can be informed by an organizational attachment perspective. Meta-analytical data from 544 samples (N = 188,572) showed that (a) social hurdles were more strongly and negatively related to innovative behavior than were task and organizational hurdles, (b) the absence of favorable conditions was more strongly and negatively related to innovative behavior than were proximal stressors, and (c) hindrance stressors were more strongly and negatively related to innovative behavior than were challenge stressors. The path analysis results also provide support for the proposed theoretical process: workplace hurdles weaken organizational attachment, which in turn lowers innovative behavior. Crucially, organizational attachment remained a significant mediator even when I controlled for the mediating effects of job and creative motivation. Moderator analyses showed that the study relationships were generally robust.

许多研究都假设工作场所的障碍对创新行为有一致的影响，而激励机制是关键的解释。在资源保护理论的指导下，本研究认为，工作场所障碍的不同亚组可能与创新行为有不同的关系，并且工作场所障碍与创新行为之间关系的潜在机制可以通过组织依恋的视角来了解。来自 544 个样本 ( N = 188,572)的荟萃分析数据 表明，(a) 与任务和组织障碍相比，社会障碍与创新行为的相关性更强、更负相关，(b) 有利条件的缺乏与创新行为的相关性更强、更负相关。创新行为比近端压力源更显着，(c) 阻碍压力源与创新行为的相关性比挑战压力源更强、更负相关。路径分析结果也为所提出的理论过程提供了支持：工作场所障碍削弱了组织依恋，进而降低了创新行为。至关重要的是，即使我控制了工作和创造性动机的中介效应，组织依恋仍然是一个重要的中介因素。主持人分析表明，研究关系总体上是稳健的。