领导谦卑影响员工越轨创新行为的作用机制研究

How Does Leader Humility Stimulate Employee Bootlegging?The Role of Perceived Over-qualification and Proactive Personality

文章基于相对剥夺理论,通过分析251套、三个时间点的配对数据,探讨了领导谦卑对员工越轨创新行为的影响机制,以及员工资质过剩感在二者间的中介作用和主动性人格的调节作用。结果发现:领导谦卑正向影响员工的资质过剩感,进而正向影响其越轨创新行为;员工的主动性人格负向调节了领导谦卑与员工资质过剩感间的关系,同时也负向调节了员工资质过剩感对领导谦卑和员工越轨创新行为的中介作用。

To explain the bottom-up innovation processes in organizations,more and more research is turning to the study of bootlegging innovation behavior.Although previous research has found that leader humility is an important factor influencing employee in-role and out-role behaviors,little is known about how and when leader humility inspires employee bootlegging innovation behavior from an emotional processing mechanism.Specifically,based on the relative deprivation theory,this research proposes and tests a moderated mediation model suggesting that leader humility can inspire employee over-qualification,which is proposed to mediate the relationship,for employee bootlegging.Furthermore,employee proactive personality can determine the strength of the direct effect of leader humility on bootlegging and indirect mediating effect of leader humility on bootlegging via over-qualification.To test our theatrical model,this study recruited 300 participants from eight Chinese companies focused on research and development innovation activities located in Beijing,Hebei,and Shandong provinces.To reduce the common method variance bias,we conducted a three-wave survey.For round 1,employees were given the questionnaire with measurements of leader humility,employee proactive personality,and employee demographic variables.One month later,for round 2,participants who accomplished the investigation at round 1 were invited to fill out another questionnaire that measured employee perceived over-qualification.Another month later,for round 3,participants who accomplished the questionnaire at round 2 were invited to fill out the third survey to assess their bootlegging.After removing the incomplete and unmatched answers,the final sample consisted of 251 participants.Confirmatory factor analyses were conducted to confirm the discriminant validity of the core variables involved in this study.Harman's(1960)single-factor test was then used to test the common method variance bias.Furthermore,SPSS 23.0 was used to test the above Hypotheses.To obtain accurate tests of the indirect effects,a bootstrap system with 5000 bootstrap instances was used to assess the significance of indirect effects.Results showed that:(1)Leader humility had a significant positive effect on employee bootlegging(β=0.299,p0.001).(2)Employee over-qualification had a significant positive mediating effect on employee bootlegging(β=0.169,p0.01).Moreover,to further verify the mediating effect of over-qualification,the bootstrap 5000 methods ere used to test Hypothesis 2.(3)Employee proactive personality negatively moderated the relationship between leader humility and employee perceived over-qualification(β=-0.158,p0.05).Furthermore,the mediating effect of employee perceived over-qualification is weaker when the employees'proactive personality is high.