Research On The Influence Of Charismatic Leadership On Employees' Deviant Innovative Behavio

It is difficult to downplay the real perception and importance of leadership in influencing outcomes at the individual and corporate level in a given organizational context.This is especially true when one considers that charismatic leaders are considered "greater than life" figures with "mystical gifts." Most previous studies have focused on the efficacy of socialized charismatic leadership,which is mainly reflected in performance,innovation and satisfaction.However,few studies have explored the relationship and impact mechanism between charismatic leadership and employee deviant innovative behavior."Innovation" is a kind of unconventional behavior,the process of realizing the value-added of resources through the updating of technologies and methods,while bootleg innovation is a special innovation behavior with innovation as the goal and deviance as the means,the purpose is legitimate,and the behavior deviates.Deviance is due to the existence of rules,and bootleg innovation is the misalignment of innovative behavior and the inherent rules and regulations of the organization.Scientifically understanding and rationally guiding employees’ bootleg innovation behavior will bring huge economic benefits to the organization,add a powerful source of power to organizational innovation,and be of great benefit to the sustainable development of organizational innovation.Therefore,this study explores the antecedent variables that affect employees’ deviant innovation behavior from the perspective of leadership style.Based on the theory of adjustment orientation and ternary interactive determinism,focus on the survey data of 276knowledge-intensive high-tech innovative enterprises employees to analyze and test,comprehensively explore the influence mechanism of charismatic leadership on employees’ deviant innovation behavior,and test uncertainty avoidance In the intermediary mechanism between charismatic leadership and employee deviant innovation,this thesis discusses the boundary conditions for charismatic leadership to influence employees’ deviant innovation behavior from the perspective of organizational error management climate.The research results show that:(1)The independent variable charismatic leadership has a significant positive impact on employee deviant innovation behavior;(2)The mediating variable uncertainty avoidance plays a partial mediating role between the independent variable charismatic leadership and employee deviant innovation behavior;(3)The moderator error management climate positively moderates the relationship between the independent variable charismatic leadership and the mediating variable uncertainty avoidance,that is,the relationship between charismatic leadership and uncertainty avoidance compared with low-level error management climate It is stronger in a high-level error management climate;(4)The moderator error management climate positively regulates the intermediary mechanism of charismatic leadership-uncertainty avoidance-deviance innovation,that is,compared with the low-level error management atmosphere,the higher the error management atmosphere,the stronger the influence of charismatic leadership on the deviant innovation behavior of employees through the mediation of uncertainty avoidance.The results of this thesis reveal the premise and boundary conditions for charismatic leadership to influence employees’ deviant innovation behavior,which has important practical guiding significance for enterprises to scientifically manage employees’ deviant innovation behavior.Combined with the research results,this study puts forward the following practical implications:(1)Enterprises should give full play to the role of charismatic leadership in improving individual and organizational effectiveness;(2)Improve management models and make good use of deviant innovation and transformation;(3)Uphold people This management concept pays attention to the needs of employees;(4)Creates a positive error management atmosphere and tolerates employees’ mistakes in the innovation process.