This study sheds light on how role stressors influence employee creativity by jointly exploring the mediating mechanism and contextual factors affecting these relationships. Drawing from the transactional theory of stress, we consider job satisfaction to be a mediator that represents employees’ attitudinal responses to stressors. We also consider social media use within teams to be a moderator that affects employees’ stress appraisal. Specifically, we distinguish between task- and relationship-oriented social media use. We propose a multilevel moderated mediation model to depict the nomological network. Results of a survey of 359 employees in 56 organizational teams suggest that two social media usage patterns differentially moderate the relationships between role stressors and job satisfaction as well as the indirect relationships between role stressors and employee creativity through job satisfaction. We also discuss the theoretical and practical implications.

这项研究通过共同探讨影响这些关系的中介机制和背景因素，揭示了角色压力源如何影响员工的创造力。从交易的压力理论出发，我们认为工作满意度是代表员工对压力源的态度反应的中介。我们还认为团队内部使用社交媒体是影响员工压力评估的主持人。具体来说，我们区分任务型和关系型社交媒体使用。我们提出了一个多层次的仲裁模型来描述法理网络。对56个组织团队中359名员工的调查结果表明，两种社交媒体使用方式差异化地缓解了角色压力与工作满意度之间的关系，以及角色压力与员工创造力之间通过工作满意度之间的间接关系。我们还将讨论理论和实践意义。