Types Of Psychological Contracts,Work Engagement,Deviant Innovation

With the increasingly fierce market competition,innovation has become an important support for the sustainable development of organizations.In the field of innovation,the contradiction between innovation autonomy and innovation constraints has always existed.When individual innovation conflicts with organizational norms or is not supported by the organization,employees may innovate through informal means,that is,deviant innovation.Different from the general innovation process,deviant innovation is an informal innovation process in which employees still believe that their innovation plan will eventually bring benefits to the organization after being rejected under the objective condition that the organization’s innovation resources are scarce,and do not hesitate to use deviant as a means to secretly carry out or disobey the orders of superiors to actively mobilize informal resources to promote the implementation of ideas.Because of the illegality of its deviant means,employees may need to take greater risks in the process of deviant innovation.But at the same time,deviant innovation has the legitimacy of purpose.Employees’ deviant innovation is for the benefit of the organization.Once the innovation is successful,it can bring huge benefits to the organization.Therefore,the factors that drive employees to conduct deviant innovation have attracted extensive attention of scholars.At present,the research on the influencing factors of deviant innovation behavior mainly focuses on individual characteristics,leadership style,leadership behavior,etc.Few studies focus on the influence of psychological contract,the antecedent variable,on deviant innovation behavior.A large number of studies show that psychological contract,as an implicit contract between employees and organizations,has an important impact on their behavior,Therefore,this paper explores the impact mechanism of different types of psychological contracts on employees’ deviant innovation behavior.Based on the social exchange theory,resource conservation theory and self-determined theory,this paper integrates the existing research on deviant innovation,takes work input as the intermediary,and introduces the error management atmosphere as the regulating variable,to deeply explore the impact and mechanism of transactional and relational psychological contracts on employees’ deviant innovation behavior.On the basis of systematically expounding the mechanism of different types of psychological contracts affecting innovation behavior,this paper puts forward corresponding research hypotheses,collects 322 valid questionnaires,constructs a regulated intermediary model,and uses SPSS24.0,AMOS24.0 and Process3.3 to conduct empirical research on the theoretical model of this study.The results show that there is a negative correlation between transactional psychological contract and deviant innovation,and a significant positive correlation between relational psychological contract and deviant innovation;Work engagement plays a complete intermediary role between different types of psychological contracts and deviant innovation;The error management atmosphere is positively regulating the relationship between work engagement and employee deviant innovation.This study expands the study of antecedent variables of transgressive innovation from the perspective of psychological contract types and explores the role of different types of psychological contracts on employees’ transgressive innovation,expanding the boundary conditions of transgressive innovation research.The findings of the study can help companies better understand employees’ transgressive innovation behaviors and gain corresponding management insights.