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Advances in Psychological Science    2019, Vol. 27 Issue (7) : 1153-1166     DOI: 10.3724/SP.J.1042.2019.01153
Conceptual Framework |
The process whereby organizational identification promotes and prohibits employees’ innovative behavior
LIU Yan(),ZOU Xi,SHU Xin
School of Economics and Management, Wuhan University, Wuhan 430072, China
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Abstract  

One of the key elements for firms to develop stably is a high level of employees’ identification with their organizations. Employees’ innovative behavior is the cornerstone of firms’ innovation. However, there are inconsistent research findings about the influence of organizational identification on employees’ innovative behavior. The normative conflict model provides a theoretical lens for deep understandings of their relationship. According to this model, organizational identification has a dual impact (i.e. promotive and prohibitive) on innovative behavior through two disparate paths (i.e. dissatisfaction of the status quo and conforming to the status quo); employees’ perceptions of normative conflict are crucial conditions to trigger their dissatisfaction of and conforming to the status quo; leaders’ expectations and support for employees’ innovative behavior play moderating roles in the process whereby organizational identification promotes and prohibits employees’ innovative behavior.

Keywords organizational identification      normative conflict model      innovative behavior     
ZTFLH:  B849:C93  
Corresponding Authors: Yan LIU     E-mail: leannaliu@whu.edu.cn
Issue Date: 22 May 2019
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Yan LIU
Xi ZOU
Xin SHU
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Yan LIU,Xi ZOU,Xin SHU. The process whereby organizational identification promotes and prohibits employees’ innovative behavior[J]. Advances in Psychological Science, 2019, 27(7): 1153-1166.
URL:  
http://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2019.01153     OR     http://journal.psych.ac.cn/xlkxjz/EN/Y2019/V27/I7/1153
促进影响 抑制影响 研究空白
(1)组织公民行为
例如:Dukerich et al., 2002; Lee et al., 2015
(2)建言行为
例如:Chamberlin et al., 2017; Knoll & van Dick, 2013
(3)亲组织不道德行为
例如:Effelsberg et al., 2014
(4)忠诚行为
例如:马力等, 2011
(5)支持变革行为
例如:Fuchs & Edwards, 2012
(6)与同事分享知识
例如:Carmeli et al., 2011; 杜恒波等, 2017
(7)工作敬业度
例如:简浩贤等, 2017
(8)角色内任务表现
例如:Chen et al., 2015; Liden et al., 2014
(9)工作创新与主动负责
例如:Madjar et al., 2011; 陈静, 林凤, 2017; Li et al., 2016
(10)其他边界条件
例如:Lee et al., 2015; Lam et al., 2016; Liu et al., 2011; Li et al., 2016; Hekman et al., 2016
(1)创新度
例如:Rotondi, 1975
(2)建言行为
例如:Tangirala & Ramanujam, 2008
(3)组织学习
例如:Dukerich et al., 1998
(4)组织承诺
例如:Haslam et al., 2006
(5)组织变革
例如:Bouchikhi & Kimberly, 2003
(6)离职行为
例如:Zhu, Tatachari, &
Chattopadhyay, 2017
(1) 学者们在研究组织认同时, 要么只关注其对员工行为的积极影响, 要么只看消极影响, 而极少把正面和负面影响一起研究;
(2) 虽然组织认同是影响员工行为的重要因素(Lee et al., 2015), 但是组织认同对创新行为影响并不明朗。
  
  
  
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