真实型领导对员工越轨创新行为的影响——组织自尊与建设性责任认知的链式中介作用及差错反感文化的调节作用

应用社会学习理论、社会交换理论和三元交互决定论，基于365份领导-员工配对数据，构建一个被调节的链式中介模型，以组织自尊和建设性责任认知为中介变量，差错反感文化为调节变量，探讨了真实型领导风格对员工越轨创新行为的影响。实证结果发现：真实型领导正向影响员工越轨创新行为；组织自尊、建设性责任认知分别在真实型领导与员工越轨创新行为间起部分中介作用，并共同在真实型领导与员工越轨创新行为间发挥链式中介作用；差错反感文化负向调节真实型领导与员工越轨创新、组织自尊与员工越轨创新、建设性责任认知与员工越轨创新的关系。

The Influence of Authentic Leadership on Employees′Deviant Innovation

Applying social learning theory, social exchange theory, and Bandura′s reciprocal determinism, based on 365 leader-employee pairing data, a regulated chain mediation model is constructed, with organization-based self-esteem and felt obligation for constructive change as mediation variables, and error aversion culture is used as a moderating variable, to explore the influence of authentic leadership on employees′ deviant innovation.The empirical results show that: authentic leadership positively affects employees′ deviant innovation; organization-based self-esteem and felt obligation for constructive change play a part of mediating role between authentic leadership and employees′ deviant innovation respectively, and both play a chain mediating role between authentic leadership and employees′ deviant innovation; error aversion culture negatively regulates the relationship between authentic leadership and employees′ deviant innovation, organization-based self-esteem and employee′s deviant innovation, and felt obligation for constructive change and employee′s deviant innovation.