The development and application of emerging information technologies, such as artificial intelligence, has promoted the digital and intelligent transformation of enterprises and changed the way people work. This has also sparked a wave of hybrid work in China. Innovative working modes may affect employee innovation outcomes. Hybrid work combines technology, platforms, and innovation capabilities, which impacts employees' innovative performance, yet the impact of hybrid work on employee innovation performance has not been fully explored. Existing research has overlooked the dual effects of hybrid work on innovation performance. On one hand, hybrid work allows employees more time for personal pursuits, family, friends, and hobbies, achieving a win-win situation for both employees and organizations. This promotes better work-family balance, thereby enhancing employee innovative performance. On the other hand, the workplace presence is a unique contextual feature of hybrid work. The use of communication technologies and other media in hybrid work can reduce employees′ workplace presence, potentially negatively affecting their innovation outcomes. Additionally, employees′ cognitive evaluations play an important moderating role in how hybrid work impacts innovative performance.#br#Thus, this paper integrates the stimulus-organism-response (SOR) theory and social presence theory, focusing on the characteristics of hybrid work. These characteristics include the impact of information technology on the relationship between family and work, as well as how the use of information technology changes the workplace presence. By introducing work-family balance and workplace presence, the study delves into their mediating roles between hybrid work and innovative performance. Additionally, it explains the boundary roles of challenge appraisal and hindrance appraisal.#br#This study conducted a questionnaire survey among employees with hybrid work experience in various regions, including Central China (Hubei, Anhui), Northwest China (Ningxia), South China (Guangdong), and East China (Shanghai). Over three phases, a total of 432 valid responses were collected. The scales used in the questionnaire are adapted from established scales both domestically and internationally. Data analysis was performed using the Bootstrap method by the Mplus 8.3. The results indicate that hybrid work enhances employees' innovative performance through the mediating role of work-family balance, with challenge appraisal playing a positive moderating role. Conversely, hybrid work reduces employees' innovation performance through the mediating role of workplace presence, with hindrance appraisal playing a negative moderating role.#br#Following the SOR theory and the social presence theory, this study investigates the double-edged sword effect of hybrid work on employees' innovation performance, and examines the moderating roles of challenge appraisal and hindrance appraisal. The main contributions are threefold. First of all, it constructs a research model to verify the double-edged sword effect of hybrid work on employees' innovation performance, breaking through the one-sidedness of previous studies on hybrid work performance. Secondly, from a research perspective, it studies employees' innovation performance in hybrid work based on SOR theory and social presence theory. By introducing workplace presence and work-family balance, it partially opens the "black box" of the impact mechanism of hybrid work on employees' innovation performance, expands the application of social presence theory in the field of human resource management, and opens new theoretical perspectives for subsequent research. Thirdly, in exploring boundary conditions, it introduces individual cognitive appraisal to study its role in the double-edged sword effect of hybrid work on innovation performance, providing a more comprehensive explanatory framework for understanding the role of individual cognitive factors in innovation performance.#br#Finally, this study proposes some effective management strategies and suggestions to improve employees' innovation performance in hybrid work environments. These include (1) preventing the negative impact of reduced workplace presence on innovation performance by emphasizing the key role of workplace presence in hybrid work and implementing measures to mitigate its reduction; (2) recognizing the positive impact of work-family balance on innovation performance by paying attention to the essential needs of employees for work-family balance in hybrid work and supporting these needs; and (3) clarifying employees' cognitive differences towards hybrid work by understanding and addressing the different perceptions and cognitive evaluations about hybrid work. These strategies aim to enhance the positive aspects of hybrid work while mitigating potential negative effects, thereby improving overall innovation performance among employees.#br#
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