Research On The Influence Mechanism Of Idiosyncratic Deals On Employees’ Constructive Deviant Behavior

With the rapid development of society,the continuous progress of science and technology and the increasingly fierce global competition,enterprises must achieve technological breakthrough and product innovation in order to obtain competitive advantage.The innovative ideas and behaviors of employees are the focus of enterprise innovation and building core competitiveness.In recent years,enterprise organizations attach great importance to the role of human capital in enterprise innovation and promote its innovation ability.Constructive deviant behavior is contrary to the original norms in the organization,but it can improve the competitive advantage of the organization.Constructive deviant behavior plays an important role in promoting organizational change,technological innovation and stimulating employees’ creativity.It is an important way of enterprise innovation.Current research shows that employees’ constructive deviant behavior can improve employees’ innovation performance.Therefore,it is of great significance to explore the influencing factors of employees’ constructive deviant behavior in enterprise innovation.Constructive deviant behavior challenges the leadership status and authority,breaks the organizational rules and practices,and has strong uncertainty.Therefore,the organization provides support to employees is an important condition to promote constructive deviant behavior.Idiosyncratic deals are an arrangement agreed by the organization and employees on the work content.It can improve employees’ work autonomy and loyalty to the organization,and promote employees’ work enthusiasm.Idiosyncratic deals reflect the organization’s work support to employees,and has become an important means for enterprises to attract and retain core personnel.In addition,felt obligation is an important individual factor of employees,which affects the occurrence of constructive deviant behavior.Constructive deviant behavior is closely related to personal perceived overqualification.Employees’ judgment of their own ability will affect employees’ expectations of behavior results.The individual differences of constructive deviant behavior can be well explained by employees’ perceived overqualification.Through literature review and combing the relevant theories,the research analyzes the relationship between the four variables of constructive deviant behavior,idiosyncratic deals,felt obligation and Perceived overqualification,and puts forward the research hypothesis and constructs the model on this basis.This paper takes innovative technology and R&D personnel as the research object,based on 278 valid questionnaires,using SPSS26 0 and Mplus8 0 software for data analysis,explore the influencing factors of employees’ constructive deviant behavior in enterprise innovation,study the impact of idiosyncratic deals on constructive deviant behavior,the intermediary role of felt obligation between them,and the regulatory effect of perceived overqualification on them.The results show that:(1)Idiosyncratic deals has a significant positive impact on constructive deviant behavior;(2)Idiosyncratic deals has a significant positive impact on responsibility perception;(3)Felt obligation has a significant positive impact on constructive deviant behavior;(4)Felt obligation plays an intermediary role in the relationship between idiosyncratic deals and constructive deviant behavior;(5)Perceived overqualification plays a positive regulatory role in the relationship between idiosyncratic deals and constructive deviant behavior.Finally,based on the research conclusions,this paper puts forward the research enlightenment to help enterprises innovate.