管理者亲社会违规对员工创新行为的影响

基于多焦点社会交换理论，分析员工传统性以及不同焦点的心理契约在管理者亲社会违规对员工创新行为影响机制中的作用，并通过259份员工问卷统计验证上述作用。研究发现：①管理者亲社会违规对员工创新行为具有直接正向影响；②管理者亲社会违规通过上级—下属心理契约履行正向影响员工创新行为；③管理者亲社会违规通过组织—员工心理契约违背负向影响员工创新行为；④员工传统性越高，管理者亲社会违规对上级—下属心理契约履行的正向影响越强，且对组织—员工心理契约违背的正向影响越弱；⑤员工传统性越高，组织—员工心理契约违背的间接效应越弱，但对上级—下属心理契约履行的间接效应影响不显著。

The Impact of Managerial Pro-social Violations on Employee Innovation

Based on the theory of multi-focus social exchange, the role of employee traditionality and differently focused psychological contracts in the influence mechanism of managerial pro-social rule breaking on employees' innovative behavior was analyzed. The above mechanism was verified by the statistics analysis of 259 employee questionnaires. The results showed that managerial pro-social rule breaking has a direct positive impact on employees' innovative behavior. Managerial pro-social rule breaking positively affects employees' innovative behavior through supervisor-subordinate psychological contracts fulfillment. Managerial pro-social rule breaking negatively affects employees' innovative behavior through organization-employee psychological contract violation. The higher the employee's traditionality, the stronger the positive impact of managerial pro-social rule breaking on supervisor-subordinate psychological contracts fulfillment, and the weaker the positive impact on organization-employee psychological contract violation. The higher the employee's traditionality, the weaker the indirect effect of organization-employee psychological contract violation, but the indirect effect of supervisor-subordinate psychological contracts fulfillment has no significant change.