中文摘要：

根据相关文献回顾,建立组织认同感、工作自主性、挑战性压力和阻碍性压力之间的理论模型,并用研发人员的大样本调研数据对模型和假设进行了验证。结果表明：组织认同感U型预测挑战性压力,当组织认同感增加时,挑战性压力首先随之下降,但当出现过度认同时,挑战性压力开始逐渐上升;而组织认同感与阻碍性压力直接效应不显著;工作自主性调节组织认同感和挑战性压力的U型关系,也在组织认同和阻碍性压力关系中起调节作用。

英文摘要：

A theoretical model of organizational identification, job autonomy, challenge stressor and hindrance stressor was established, the model and the hypothesis are verified through the large sample survey data of the RD personnel. The results showed that： There was a U shaped relationship between organizational identity and challenge pressure. When perceived organizational identification was low, perceived organizational identification positively affect challenge pressure, and when perceived organizational identification was high, perceived organizational identification negatively affect challenge pressure. The relationship between organizational identification and hindrance pressure was not significant. Job autonomy moderated the U shaped relationship between organizational identification and challenge stress, job autonomy moderated the relationship between organizational identification and hindrance stress.