The Influence Of Humble Leadership On Employees’ Deviant And Innovative Behaviors

Since the 21 st century,innovation has become an important factor affecting the survival and development of the organization,on the one hand,the organization encourages employees to actively innovate to improve the performance of the organization,on the other hand,innovation because of its risk-taking behavior causes some employees to obtain the consent and recognition of the organization,but there are just some employees "reverse" the behavior of the organization has brought great economic benefits.An engineer at Hewlett-Packard has generated more than $35million in revenue for the organization by developing a new monitor for customer needs without the consent of his superiors.This behavior is called the behavior of transgression innovation in academically,i.e.the innovation behavior which is carried out spontaneously by the individual and is not supported by the formal organization,which is conducive to the improvement of the organization’s innovation performance(Knight,1967).The existing research results on transgressions are mainly reflected in:(1)Regarding the generation of transgressive innovation behavior,the organizational innovation atmosphere,superior and subordinate relations,and organizational support level are important factors in the generation of transgressive innovation behavior,based on organizational level.Based on the leadership level,poor-order leadership and non-ethical leadership will significantly affect employees’ transgressive and innovative behavior(WangHongyu,ZouChunlong,CuiZhisong,2018).Based on the individual level,the open and pre-sexual personality will promote the emergence of the innovative behavior of transgression(YangJianzhao,LiXiaoti,2019).(2)Regarding the impact of transgression innovation behavior,based on the individual level,the transgression innovation behavior may not only enhance the employee’s innovation ability,improve the individual’s job performance,but also may bring negative impact to the employee can not be ignored(Minemelis.C,2010).Based on the organizational level,transgressive innovation can not only bring revolutionaryinnovation to the organization,improve the organization’s market competitiveness,and also make the organization bear more risks.However,there are shortcomings in existing research on employee stoic innovation:(1)Previous studies have shown that leadership styles can have a significant impact on employees’ behavior at work(WuZhiming,2007),However,the current research lacks humble leadership as a pre-factor variable to explore its impact on the behavior of transgression innovation.(2)The existing research path on transgression innovation behavior mainly focuses on the organizational level,neglecting the influence of individual level on the transgression innovation behavior,while internal human identity perception is a kind of personal perception of employees in the organization,so the lack of internal person identity perception as an intermediary variable,explorethes the humble leadership of the mechanism of transgressive innovation behavior.(3)Whether the individual values and organizational values are consistent will have an important impact on the employee’s personal perception,so the lack of individual-organizational value matching as a regulatory variable to explore the impact of humble leadership on the behavior of transgression sebum innovation.Based on the above research deficiencies,this study mainly explores:(1)to explore the relationship between humble leadership and employees’ transgression sands of innovative behavior.(2)Reveal the intermediary role of insider identity perception between humble leadership and transgression of innovative behavior.(3)Identify the role of personal-organizational value matching in the adjustment between humble leadership and employee transgression of innovative behavior.In this paper,data collection is carried out by distributing questionnaires,after pre-investigation and testing of the reliability of each scale,synocsdevelopment software is used to analyze s.psisandual data,and theoretical models and research assumptions are tested.(1)To verify that humble leadership is an important pre-factor variable of employee’s transgression of innovation behavior,that is,when the leader shows the style of humility,it will greatly promote the generation of the employee’stransgressive innovation behavior.(2)Verifies the important path of the humble leader’s ability to transgression through insider identity perception,and when the leader shows a humble style,it promotes the employee’s internal perception,which is more likely to implement the innovative behavior that is beneficial to the organization.(3)Verified the conditional factors between humble leadership,insider identity perception and transgression of innovation behavior,that is,when individual-organizational values match high,employees will be more recognized as the humble behavior shown by the leader,thus treating themselves as the internal person of the organization,in order to organize development,it is easier to make the innovation behavior that is beneficial to the organization’s transgression.The theoretical contribution of this study is threepoints:(1)to humble leadership as the pre-cause variable,enrichtheunderstanding of the theory of transgressive innovation behavior(2)to internal identity perception as an intermediary variable,and further enrich the humble leadership’s role path to employees’ transgressive innovative behavior(3)to expand the theory of social information processing,The application of social exchange theory and other theories enriches the research of social information processing theory in the empirical.Management Enlightenment of this study:(1)Is conducive to understanding the behavior of transgression innovation,this paper through research,increase the manager’s recognition of the violation of innovation behavior,recognizing that the employee’s transgression innovation behavior can greatly bring benefits to the organization,rather than simply rejecting the employee’s constructive advice and innovative behavior for the development of the organization.This is followed by more active management behavior to improve the management ability of employees.(2)Is conducive to improve the management wisdom of leaders,improve the sense of belonging of members of the organization,leaders should consciously cultivate their own humble personal qualities,can look at their own shortcomings,payattention to the strengths of others,this management wisdom can not only improve the cohesion of the organization,can greatly improve the sense of belonging of the members of the organization,Make employees feel fully that they belong to the organization’s "insiders".This sense of their own identity will greatly enhance the enthusiasm of employees,so that employees and organizations can breathe together,common destiny,and thus contribute to the development of the organization.