The process whereby organizational identification promotes and prohibits employees’ innovative behavior

doi:10.3724/SP.J.1042.2019.01153

Abstract

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.

Key words: organizational identification, normative conflict model, innovative behavior

CLC Number:

B849:C93

LIU Yan, ZOU Xi, SHU Xin. The process whereby organizational identification promotes and prohibits employees’ innovative behavior[J]. Advances in Psychological Science, 2019, 27(7): 1153-1166.

Figures/Tables 3

References 82

[1]	陈静, 林凤 . (2017). 组织氛围对员工创新行为的影响研究——以组织认同为中介变量. 物流工程与管理, 39(07), 178-180.
[2]	杜恒波, 朱千林, 许衍凤 . (2017). 职场欺凌对研发人员知识分享意愿的影响机制研究. 中国软科学, (2), 113-122.
[3]	顾远东, 周文莉, 彭纪生 . (2016). 组织创新支持感与员工创新行为: 多重认同的中介作用. 科技管理研究, 36(16), 129-136.
[4]	简浩贤, 徐云飞, 曹曼, 赵曙明 . (2017). 基于组织认同视角的包容性领导与员工敬业度关系研究. 管理学报, 14(11), 1624-1630.
[5]	刘晔, 曲如杰, 时勘, 邓麦村 . (2016). 领导创新期待对员工根本性创新行为的影响: 创新过程投入的视角. 南开管理评论, 19(6), 17-26.
[6]	马力, 焦捷, 陈爱华, 姜翰 . (2011). 通过法则关系区分员工对组织的认同与反认同. 心理学报, 43(3), 322-337.
[7]	马璐, 朱双 . (2015). 组织认同与关系冲突视角下不当督导对员工创新行为的影响. 科技进步与对策, 32(21), 150-155.
[8]	王艳子, 罗瑾琏 . (2010). 组织认同对员工创新行为的影响研究:基于知识共享的中介效应分析. 管理现代化,(6), 47-49.
[9]	徐美芳 . (2017). 金融业员工创新行为与组织认同关系研究——基于上海某大型金融企业的调研. 上海经济研究, 10, 59-67.
[10]	张伶, 聂婷, 黄华 . (2014). 基于工作压力和组织认同中介调节效应检验的家庭亲善政策与创新行为关系研究. 管理学报, 11(5), 683-690.
[11]	Abrams D., Marques J. M., Bown N., & Henson M . (2000). Pro-norm and anti-norm deviance within and between groups. Journal of Personality and Social Psychology, 78(5), 906-912. doi: 10.1037/0022-3514.78.5.906 URL
[12]	Abrams D., Wetherell M., Cochrane S., Hogg M. A., & Turner J. C . (1990). Knowing what to think by knowing who you are: Self-categorization and the nature of norm formation, conformity and group polarization. British Journal of Social Psychology, 29(2), 97-119. doi: 10.1111/bjso.1990.29.issue-2 URL
[13]	Anderson N., Potočnik K., & Zhou J . (2014). Innovation and creativity in organizations: A state-of-the-science review, prospective commentary, and guiding framework. Journal of Management, 40(5), 1297-1333.
[14]	Ashforth B. E., Harrison S. H., & Corley K. G . (2008). Identification in organizations: An examination of four fundamental questions. Journal of Management, 34(3), 325-374.
[15]	Ashforth B. E., & Mael F. , (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39. doi: 10.5465/amr.1989.4278999 URL
[16]	Baer M. ,(2012). Putting creativity to work: The implementation of creative ideas in organizations. Academy of Management Journal, 55(5), 1102-1119. doi: 10.5465/amj.2009.0470 URL
[17]	Barba-Sánchez V., & Atienza-Sahuquillo C. , (2017). Entrepreneurial motivation and self-employment: Evidence from expectancy theory. International Entrepreneurship and Management Journal, 13(4), 1097-1115. doi: 10.1007/s11365-017-0441-z URL
[18]	Birkinshaw J., & Mol M. , (2006). How management innovation happens. MIT Slogan Management Review, 47(4), 81-88.
[19]	Blader S. L., Patil S., & Packer D. J . (2017). Organizational identification and workplace behavior: More than meets the eye. Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews, 37, 19-34.
[20]	Bouchikhi H., & Kimberly J. R . (2003). Escaping the identity trap. MIT Sloan Management Review, 44(3), 20-26.
[21]	Burris E. R., Rockmann K. W., & Kimmons Y. S . (2017). The value of voice to managers: Employee identification and the content of voice. Academy of Management Journal, 60(6), 2099-2125. doi: 10.5465/amj.2014.0320 URL
[22]	Carmeli A., Atwater L., & Levi A . (2011). How leadership enhances employees' knowledge sharing: the intervening roles of relational and organizational identification. Journal of Technology Transfer, 36(3), 257-274. doi: 10.1007/s10961-010-9154-y URL
[23]	Chamberlin M., Newton D. W., & Lepine J. A . (2017). A meta-analysis of voice and its promotive and prohibitive forms: Identification of key associations, distinctions, and future research directions. Personnel Psychology, 70(1), 11-71. doi: 10.1111/peps.2017.70.issue-1 URL
[24]	Chan S. C. H . (2017). Benevolent leadership, perceived supervisory support, and subordinates' performance: The moderating role of psychological empowerment. Leadership & Organization Development Journal, 38(7), 897-911.
[25]	Chen G., Farh J. L., Campbell-Bush E. M., Wu Z. M., & Wu X . (2013). Teams as innovative systems: multilevel motivational antecedents of innovation in R&D teams. Journal of Applied Psychology, 98(6), 1018-1027. doi: 10.1037/a0032663 URL
[26]	Chen Z. J., Zhu J., & Zhou M. J . (2015). How does a servant leader fuel the service fire? A multilevel model of servant leadership, individual self identity, group competition climate, and customer service performance. Journal of Applied Psychology, 100(2), 511-521. doi: 10.1037/a0038036 URL
[27]	Coyle-Shapiro J. A-M., & Shore L. M . (2007). The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17(2), 166-179. doi: 10.1016/j.hrmr.2007.03.008 URL
[28]	Dahling J. J., & Gutworth M. B . (2017). Loyal rebels? A test of the normative conflict model of constructive deviance. Journal of Organizational Behavior, 38(8), 1167-1182. doi: 10.1002/job.v38.8 URL
[29]	Dukerich J. M., Golden B. R., & Shortell S. M . (2002). Beauty is in the eye of the beholder: The impact of organizational identification identity and image on the cooperative behaviors of physicians. Administrative Science Quarterly, 47(3), 507-533. doi: 10.2307/3094849 URL
[30]	Dukerich J. M., Kramer R., & McLean Parks J . (1998). The dark side of organizational identification. In D. A. Whetten, & P. C. Godfrey (Eds.), Identity in organizations: Building theory through conversations(pp. 245-256). Thousand Oaks, CA: Sage.
[31]	Dyer W. G., & Page R. A Jr. ., (1988). The politics of innovation. Knowledge in the Society, 1(2), 23-41.
[32]	Effelsberg D., Solga M., & Gurt J . (2014). Transformational leadership and follower’s unethical behavior for the benefit of the company: A two-study investigation. Journal of Business Ethics, 120(1), 81-93. doi: 10.1007/s10551-013-1644-z URL
[33]	Ford C. M . (1996). Theory of individual creative action in multiple social domains. Academy of Management Review, 21(4), 1112-1142. doi: 10.5465/amr.1996.9704071865 URL
[34]	Fuchs S., & Edwards M. R . (2012). Predicting pro-change behavior: The role of perceived organisational justice and organizational identification. Human Resource Management Journal, 22(1), 39-59.
[35]	Fuller J. B., Hester K., Barnett T., Frey L., Relyea C., & Beu D . (2006). Perceived external prestige and internal respect: New insights into the organizational identification process. Human Relations, 59(6), 815-846. doi: 10.1177/0018726706067148 URL
[36]	Grant A. M., & Berry J. W . (2011). The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of Management Journal, 54(1), 73-96. doi: 10.5465/amj.2011.59215085 URL
[37]	Haslam S. A., Ryan M. K., Postmes T., Spears R., Jetten J., & Webley P . (2006). Sticking to our guns: social identity as a basis for the maintenance of commitment to faltering organizational projects. Journal of Organizational Behavior, 27(5), 607-628. doi: 10.1002/(ISSN)1099-1379 URL
[38]	Hekman D. R., van Knippenberg D., & Pratt M. G . (2016). Channeling identification: How perceived regulatory focus moderates the influence of organizational and professional identification on professional employees' diagnosis and treatment behaviors. Human Relations, 69(3), 753-780. doi: 10.1177/0018726715599240 URL
[39]	Hekman D. R., Steensma H. K., Bigley G. A., & Hereford J. F . (2009). Effects of organizational and professional identification on the relationship between administrators’ social influence and professional employees’ adoption of new work behavior. Journal of Applied Psychology, 94(5), 1325-1335. doi: 10.1037/a0015315 URL
[40]	Jackson S. E., & Schuler R. S . (1985). A Meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings. Organizational Behavior and Human Decision Processes, 36(1), 16-78.
[41]	Knoll M., & Van Dick R. , (2013). Authenticity, employee silence, prohibitive voice, and the moderating effect of organizational identification. The Journal of Positive Psychology, 8(4), 346-360. doi: 10.1080/17439760.2013.804113 URL
[42]	Koopman J., Lanaj K., & Scott B. A . (2016). Integrating the bright and dark sides of OCB: A daily investigation of the benefits and costs of helping others. Academy of Management Journal, 59(2), 414-435. doi: 10.5465/amj.2014.0262 URL
[43]	Lam L. W., Liu Y., & Loi R . (2016). Looking intra-organizationally for identity cues: Whether perceived organizational support shapes employees' organizational identification. Human Relations, 69(2), 345-367. doi: 10.1177/0018726715584689 URL
[44]	Lee E. S., Park T. Y., & Koo B . (2015). Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychological Bulletin, 141(5), 1049-1080. doi: 10.1037/bul0000012 URL
[45]	Leung K., Chen Z. J., Zhou F., & Lim K . (2014). The role of relational orientation as measured by face and renqing in innovative behavior in China: An indigenous analysis. Asia Pacific Journal of Management, 31(1), 105-126. doi: 10.1007/s10490-011-9277-1 URL
[46]	Leung K., Huang K-L., Su C-H., & Lu L . (2011). Curvilinear relationships between role stress and innovative performance: Moderating effects of perceived support for innovation. Journal of Occupational and Organizational Psychology, 84(4), 741-758. doi: 10.1348/096317910X520421 URL
[47]	Li R., Zhang Z-Y., & Tian X-M . (2016). Can self-sacrificial leadership promote subordinate taking charge? The mediating role of organizational identification and the moderating role of risk aversion. Journal of Organizational Behavior, 37(5), 758-781. doi: 10.1002/job.v37.5 URL
[48]	Liden R. C., Wayne S. J., Liao C. W., & Meuser J. D . (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of Management Journal, 57(5), 1434-1452. doi: 10.5465/amj.2013.0034 URL
[49]	Lin K. J., Ilies R., Pluut H., & Pan S-Y . (2017). You are a helpful co-worker, but do you support your spouse? A resource-based work-family model of helping and support provision. Organizational Behavior and Human Decision Processes, 138, 45-58. doi: 10.1016/j.obhdp.2016.12.004 URL
[50]	Liu Y., Loi R., & Lam L. W . (2011). Linking organizational identification and employee performance in teams: The moderating role of team-member exchange. International Journal of Human Resource Management, 22(15), 3187-3201. doi: 10.1080/09585192.2011.560875 URL
[51]	Madjar N., Greenberg E., & Chen Z . (2011). Factors for radical creativity, incremental creativity, and routine, noncreative performance. Journal of Applied Psychology, 96(4), 730-743. doi: 10.1037/a0022416 URL
[52]	March J. G., & Simon H. A . (1958). Organizations. Oxford, England: Wiley.
[53]	Marinova S. V., Peng C. Y., Lorinkova N., Van Dyne L., & Chiaburu D . (2015). Change-oriented behavior: A meta-analysis of individual and job design predictors. Journal of Vocational Behavior, 88, 104-120. doi: 10.1016/j.jvb.2015.02.006 URL
[54]	Martínez-Sánchez A., Vela-Jiménez M-J., Pérez-Pérez M., & de-Luis-Carnicer P . (2011). The dynamics of labour flexibility: Relationships between employment type and innovativeness. Journal of Management Studies, 48(4), 715-736.
[55]	Morrison E. W . (2006). Doing the job well: an investigation of pro-social rule breaking. Journal of Management, 32(1), 5-28.
[56]	Morrison E. W . (2014). Employee voice and silence. Annual Review of Organizational and Psychological Organizational Behavior, 1(1), 173-197. doi: 10.1146/annurev-orgpsych-031413-091328 URL
[57]	Morrison E. W . (2011). Employee voice behavior: Integration and directions for future research. Academy of Management Annals, 5(1), 373-412. doi: 10.1080/19416520.2011.574506 URL
[58]	Packer D. J . (2008). On being both with us and against us: A normative conflict model of dissent in social groups. Personality and Social Psychology Review, 12(1), 50-72. doi: 10.1177/1088868307309606 URL
[59]	Packer D. J., & Chasteen A. L . (2010). Loyal deviance: Testing the normative conflict model of dissent in social groups. Personality and Social Psychology Bulletin, 36(1), 5-18. doi: 10.1177/0146167209350628 URL
[60]	Pierce J. R., & Aguinis H. , (2013). The too-much-of-a-good-thing effect in management. Journal of Management, 39(2), 313-338.
[61]	Rotondi T. Jr. , (1975). Organizational identification - issues and implications. Organizational Behavior and Human Performance, 13(1), 95-109. doi: 10.1016/0030-5073(75)90007-0 URL
[62]	Russo T. C . 1998. Organizational and professional identification: A case of newspaper journalists. Management Communication Quarterly, 12, 72-111. doi: 10.1177/0893318998121003 URL
[63]	Salancik G. R Pfeffer J ., (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23(2), 224-253. doi: 10.2307/2392563 URL
[64]	Scott S. G., & Bruce R. A . (1994). Determinants of innovative behavior: A path model of individual innovation in the Workplace. Academy of Management Journal, 37(3), 580-607.
[65]	Shin S. J., Yuan F. R., & Zhou J . (2017). When perceived innovation job requirement increases employee innovative behavior: A sensemaking perspective. Journal of Organizational Behavior, 38(1), 68-86. doi: 10.1002/job.v38.1 URL
[66]	Shipton H. J., West M. A., Parkes C. L., Dawson J. F., & Patterson M. G . (2006). When promoting positive feelings pays: Aggregate job satisfaction, work design features, and innovation in manufacturing organizations. European Journal of Work and Organizational Psychology, 15(4), 404-430. doi: 10.1080/13594320600908153 URL
[67]	Smith M. B., Hill A. D., Wallace J. C., Recendes T., & Judge T. A . (2018). Upsides to dark and downsides to bright personality: A multidomain review and future research agenda. Journal of Management, 44(1), 191-217.
[68]	Sorensen J. E., & Sorensen T. , (1974). The conflict of professionals in bureaucratic organizations. Administrative Science Quarterly, 19(1), 98-106. doi: 10.2307/2391790 URL
[69]	Tajfel H. ,(1981). Human groups and social categories. Cambridge, UK: Cambridge University Press.
[70]	Tajfel H., & Turner J. , (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations(pp. 33-48). Monterey, CA: Brooks-Cole.
[71]	Tangirala S., & Ramanujam R. , (2008). Exploring nonlinearity in employee voice: The effects of personal control and organizational identification. Academy of Management Journal, 51(6), 1189-1203. doi: 10.5465/amj.2008.35732719 URL
[72]	Taylor F. W . (1911). The principles of scientific management. New York: Harper & Brothers.
[73]	Terry D. J., & Hogg M. A . (1996). Group norms and the attitude-behavior relationship: A role for group identification. Personality and Social Psychology Bulletin, 22(8), 776-793. doi: 10.1177/0146167296228002 URL
[74]	Van de Ven, A. H . (1986). Central problems in the management of innovation. Management Science, 32(5), 590-607. doi: 10.1287/mnsc.32.5.590 URL
[75]	Van Dyne L., & LePine J. A . (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119.
[76]	Vroom V. H . (1964). Work and motivation. New York: John Wiley & Sons.
[77]	Wallace J. C., Butts M. M., Johnson P. D., Stevens F. G., & Smith M. B . (2016). A multilevel model of employee innovation: Understanding the effects of regulatory focus, thriving, and employee involvement climate. Journal of Management, 42(4), 982-1004.
[78]	Wang X-H., Fang Y. L., Qureshi I., & Janssen O . (2015). Understanding employee innovative behavior: Integrating the social network and leader-member exchange perspectives. Journal of Organizational Behavior, 36(3), 403-420. doi: 10.1002/job.v36.3 URL
[79]	West M. A., & Farr J. L . (1990). Innovation at Work. In West and Farr (Eds), Innovation and creativity at work: Psychological and organizational strategies(pp. 3-14). Chichester: John Wiley & Sons Ltd.
[80]	Yuan F., & Woodman R. W . (2010). Innovative behavior in the workplace: The role of performance and image outcome expectations. Academy of Management Journal, 53(2), 323-342. doi: 10.5465/amj.2010.49388995 URL
[81]	Zhou J., & George J. M . (2001). When job dissatisfaction leads to creativity: Encouraging the expression of voice. Academy of Management Journal, 44(4), 682-696.
[82]	Zhu J., Tatachari S., & Chattopadhyay P . (2017). Newcomer identification: Trends, antecedents, moderators, and consequences. Academy of Management Journal, 60(3), 855-879. doi: 10.5465/amj.2015.0466 URL