和合文化情境下包容性领导如何影响员工越轨创新行为

员工越轨创新是影响企业创新发展的重要角色外行为。立足中国和合文化情境，从资源保存理论视角入手，基于430份领导-员工配对数据，探讨中国文化情境下包容性领导对员工越轨创新的作用机制和边界条件，验证心理安全感的中介作用以及员工权力距离感知、未来时间取向的双重调节作用。结果表明：包容性领导显著正向影响员工越轨创新；员工心理安全感在包容性领导与员工越轨创新间起部分中介作用；权力距离感知负向调节包容性领导与心理安全感间的关系，未来时间取向负向调节心理安全感与员工越轨创新间的关系；员工权力距离感知负向调节心理安全感在包容性领导与员工越轨创新间的中介作用，但未来时间取向对中介变量心理安全感的调节作用不显著。

How does Inclusive Leadership Affect Employees' Deviant Innovation Behavior in the Context of Harmony Culture

Employee's deviant innovation is an important external behavior that affects the innovation and development of an enterprise. Based on Chinese Harmony Culture and from the perspective of resource conservation theory, this paper uses 430 leader-employee pairing data to discuss the mechanism and boundary conditions of inclusive leadership on employee’s deviant innovation in the context of Chinese culture, and verifies the mediating role of psychological security and the dual moderating role of employees' power distance perception and future time orientation. The results of the study show that inclusive leadership significantly positively affects deviant innovation. Psychological security plays a part of the mediating role between inclusive leadership and deviant innovation. Power distance perception negatively regulates the relationship between inclusive leadership and psychological security, and future time orientation negatively regulates the relationship between psychological security and deviant innovation. Power distance perception negatively moderates the mediating effect of psychological security between inclusive leadership and deviant innovation, but the moderating effect of future time orientation on the mediating variable psychological security is not obvious.