剧烈变化的外部环境与快速的组织变革使组织创造力提升成为企业管理的重要方面。面对技术革命深化、技术人才比例增加，前所未有的工作压力使得组织工作目标由传统的绩效提高转移到创新绩效的提高。如何在压力环境中提高组织创造力水平已成为组织行为和人力资源管理领域具有重要理论和实践意义的研究问题。本项目从DPCM视角出发，构建工作压力对组织创造力影响的二元路径模型，采用元分析方法、半结构化深度访谈以及配置法，构建隐性高阶目标与工作特征的匹配模式，识别工作压力的挑战性和威胁性特征；采用基于眼动追踪技术的情境模拟实验和问卷调查方法进行交叉验证，甄别工作压力对组织创造力影响的灵活路径和坚韧路径；建立被调节的中介模型揭示组织资源的有限效应和抵消效应，为企业防范工作压力的消极影响并发挥其积极作用提供理论依据和实践指导，为提高社会管理科学化水平提供决策参考。

Organizational creativity is increasingly considered as influencial factors because of the turbulent marketing environment and organizational change. The intensity of the technological revolution and increasing ratio of knowledge workers lead managers and employees to undergo incredible job stress, who are also driven by mindful performance instead of routine performance. The topic of how to improve organizational creativity under job stress has been a hot issue in organizational behavior and human resource management fields. Based on DPCM view, this project conducts to a dual pathway framework to illustrate the beneficial impact of job stress on organizational creativity. By integrating meta-analysis, semi-structured interviews and configurational approach, this project constructs a fit mode between implicit high-order goal striving and job characteristics to identify challenge and threat merits of job stress; uses eye-tracking techniques, experiments and survey methods to verify the flexibility and persistence paths between job stress and organizational creativity; builds a moderated mediation model to explore the domain-specific and trade-off effects of organizational resources. This project may provide theoretical and practical implications for attenuating the negative effect of job stress and amplify the beneficial effect for scientific social management.