Study Of Job Stress On Employees’ Deviant Innovation Behavior

Stress is an inevitable part of life.It is found that,in most cases,challenge stressors can promote employees’ positive behavior while hindrance stressors can induce negative behavior.Deviant innovation is a kind of individual behavior with both purpose legitimacy and process illegality,which has not been fully defined as positive or negative behavior.In this study,we investigated the influence mechanism of work stressors on employees’ deviant innovation behavior.Resource conservation theory and self-determination theory were adopted to construct a theoretical research model.Creative self-efficacy and organizational innovation climate were introduced as mediators and moderators.A questionnaire survey was conducted among 345 employees from enterprises.Hierarchical linear regression,bootstrap analysis and other statistical methods were used for data analysis and test.The result shows that work stressors have different effects on employees’ deviant innovation behavior.Challenge stressors can promote employees’ deviant innovation while hindrance stressors inhibit.Creative self-efficacy partially mediates challenge stressors and deviant innovation and completely mediates hindrance stressors and deviant innovation.Organizational innovation climate moderates creative self-efficacy and deviant innovation,and has a significant substitution effect with innovation self-efficacy in promoting employees’ deviant innovation behavior.