How Does Perceived Support for Innovation Lead to Deviant Innovation Behavior of Knowledge Workers? A Moderated Mediation Framework

Abstract

Many studies concerning deviant innovation behavior mainly focus on the influence of personality differences or leadership styles, and there is a lack of attention given to internal cognitive factors related to actors. Therefore, the purpose of this paper is to examine the internal mechanism of perceived support for innovation on deviant innovation behavior. A two-wave study was conducted among 393 knowledge workers from 10 knowledge-intensive enterprises in the People's Republic of China. Model 4 and Model 14 from SPSS macro PROCESS are used to test the mediating effect of innovation commitment and the moderating effect of threatened self-identity, respectively. The findings suggest that perceived support for innovation can significantly predict deviant innovation behavior; innovation commitment fully mediates the relationship between perceived support for innovation and deviant innovation behavior; public threat to self-identity plays a moderating role in the relationship between innovation commitment and deviant innovation behavior; and public threat to self-identity moderates the mediating effect of innovation commitment on perceived support for innovation and deviant innovation behavior. This study enriches the research on antecedent variables of deviant innovation behavior, and highlights the important role of situational factors on the whole mechanism.

The impact of perceived organizational support on employees’ knowledge transfer and innovative behavior: comparisons between Taiwan and mainland China

“…For instance, Putri and Etikariena (2022) emphasized the role of knowledge sharing behavior in influencing innovative work behavior, with innovation selfefficacy acting as a mediator. Similarly, Yuan and Ma (2022) found that interpersonal trust, which is closely related to knowledge transfer, has significant impacts on knowledgesharing and innovation behavior. Their study also highlighted gender differences in these relationships, suggesting that interpersonal trust is more crucial for female knowledge-sharing and innovative behavior.…”

The Influence of Individualism/Collectivism Orientation on University Teachers’ Bootleg Innovation: Mediating Effect of Informal Organizational Norms and Moderating Effect of Environmental Uncertainty

“…Knowledge workers have now become an innovative force with strong organizational support (Yuan & Liu, 2022), and as a part of them, university teachers are greatly expected to innovate. However, due to limited organizational resources in higher education and the risk and uncertainty of innovation results, university teachers sometimes cannot achieve their innovation goals through formal channels; thus, they are quite likely to construct bootleg innovation behavior to achieve their personal and organizational innovation goals.…”