| Innovation and creation are the fundamental and key elements of enterprise development.Especially in the modern era with the development of artificial intelligence as the main theme,the innovative thoughts and achievements of employees will promote the development of enterprises and make them more core competitiveness in the industry.When producing ideas,most enterprises have a certain review process,to pass through layers of checks to finally get approval.Somewhere along the way,innovation may be obscured.In order to realize their ideas,some employees will make some innovative behaviors outside the requirements and regulations of their leaders,which is called deviant innovation behavior.The deviant innovation behavior has two attributes,one is the rational behavior of employees to achieve the goal of innovation,the other is the informal behavior across the formal process of the organization.It will also have a double-sided impact on the process of enterprise innovation and development.Although deviant innovation can bring unexpected innovation results for enterprises,the challenge and damage it causes to the organizational rules and regulations is also a difficult problem in enterprise management.Therefore,it is a subject of widespread concern for scholars and enterprises to explore the influencing factors of employees’ deviant innovation behavior and explore the internal mechanism.Based on the social exchange theory,social anomie theory,social cognitive theory,this study examines the relationship between organizational innovation climate and deviant innovation behavior,and introduces the mediating variable innovation self-efficacy and the moderating variable leadership empowerment to further discuss the mechanism of organizational innovation climate and deviant innovation behavior.The scale used by Wang Hui et al.(2017)was selected for organizational innovation climate;the questionnaire "Innovation Self-efficacy" compiled by Tiemey & Farmer(2002)was selected for innovation self-efficacy;the four-dimensional scale of Ahearne,Mathieu and Rapp(2005)was selected for leadership empowerment.The scale of deviant innovative behavior developed by Lin(2012)is selected.In this paper,questionnaires were collected by Internet and offline enterprises,and 593 valid questionnaires were collected.The collected data were analyzed,including descriptive statistical analysis,correlation analysis and regression analysis.In addition,bootstrap was used to test the moderated mediation effect model.The main conclusions are as follows:(1)The internal organizational innovation atmosphere has a significant positive effect on employees’ deviant innovation behavior.(2)Employees’ sense of innovation self-efficacy plays a partial mediating role between organizational innovation climate and deviant innovation behavior.(3)Leadership empowerment has a moderating effect on the relationship between organizational innovation climate and innovation self-efficacy.(4)Leadership empowerment moderates the mediating effect of innovation self-efficacy on organizational innovation perimeter and deviant innovation behavior.Finally,based on the research conclusions,corresponding management suggestions are put forward,hoping to shape the innovation atmosphere of enterprises through the research of this paper,reasonably use leadership empowerment to improve the innovation self-efficacy of employees,and reasonably promote the deviant innovation behavior. |
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