Research On Organizational Climates For Innovation,Employee Creativity And Employee Creative Deviance Behavior Relationship

In the era of rapid development of technology in the era of knowledge,enterprises in order to enhance multiple competitiveness,innovation as the goal of enterprise development.In terms of the trend of enterprise development and progress,encouraging employee innovation is the cornerstone of the company's innovation and development.Employees can fully exert their creativity and produce creative results that are crucial to the future development of the company.However,in recent years,companies have found in practice that while organizations strongly encourage and support employee innovation,many employees experience deviant operations when they practice new ideas,that is,employees continue to carry out innovation activities in violation of management's instructions to stop development.The act of concealing creative activities without informing the superior leadership of the innovation program.Researches have shown that employees' deviant innovations have two-sidedness in the development of enterprises.Therefore,exploring the factors that affect employees' deviant innovation behaviors and related research on the occurrence mechanism of this behavior has become a common concern of management academics and enterprises.This study takes the employees in the innovative enterprise as the research object,and based on the theory of social anomie and self-determination theory,explores the internal mechanism between the organizational innovation atmosphere and the employee's deviant innovation behavior.It is also proposed that employee creativity is the bridge between the organizational innovation situation and the innovative behavior that employees perceive.Therefore,this study introduces employee creativity as a mediator variable and builds "organizational innovation atmosphere—employee creativity—employee deviance The research path of innovative behavior and the introduction of psychological ownership as the adjustment variables of the relationship between employee creativity and deviant innovation behavior,theoretical analysis and empirical test.An organization with a strong innovation atmosphere will encourage employees to form a high degree of innovation enthusiasm,which will stimulate their creativity.Creative individuals often have strong self-efficacy and innovative motivation.However,organizational resources and management processes and rules and regulations.The limitation is that not all employees' innovative ideas have the opportunity to be supported.When these employees are unable to implement innovative ideas through formal means,there will be structural tensions.At this time,creative individuals are driven by strong innovation motives.By breaking the fixed thinking and behavior patterns and adopting informal means to avoid the frustration and anger caused by structural tension,they may make deviant innovations.For employees with high psychological ownership,the individual's achievement motivation is stronger,and the positive relationship between employee creativity and deviant innovation behavior is more obvious.In the research design,the key variables involved in this study are all used by the mature scales that have been cited many times at home and abroad.The questionnaires are distributed and the data collection is completed by online network and on the ground.The scope of the survey includes Members of 25 innovative companies in Dalian,Beijing,Shanghai,Nanjing and Linyi.The data collected from the questionnaires were processed using SPSS22.0 and HLM6.0 analysis software.First,a descriptive statistical analysis was performed.Then,in order to ensure reliable reliability and validity of the data used,validity and reliability analysis were performed.In addition,the multicollinearity and homology variance problems of the survey data were tested.Finally,the correlation analysis and regression analysis were carried out to test whether the proposed hypotheses were established.And the conclusion is as follows:organizational innovation atmosphere can positively affect employees' deviant innovation behavior;organizational innovation atmosphere positively affects employee creativity;employee creativity is conducive to employee deviant innovation behavior,employee creativity in organizational innovation atmosphere and employee deviance innovation The mediating role between behaviors;psychological ownership plays a positive role in regulating the relationship between employee creativity and employee deviant behavior.Based on the comprehensive empirical analysis and results,this paper puts forward the following suggestions:First,managers should give employees enough innovation and freedom in the organization,but also grasp the changes in the direction of employee innovation activities,and pay more attention to those in the process of encouraging innovation activities.The psychological changes of employees whose innovative ideas are not supported or have no development opportunities,correctly guide and make full use of the innovative ideas of such employees,and try to promote the innovative ideas of employees to become the cornerstone for the healthy development of the organization.Secondly,the managers of innovative enterprises should formulate rules and regulations and management processes in line with the development status of enterprises while promoting employee innovation.It should avoid the phenomenon that organizational rules and regulations become obstacles to employee development.In addition,the organization manager should focus on the psychological appeals of the creative employees with high psychological ownership.They can often communicate with these employees,and investigate the suggestions and demands of such employees on the future development direction of the organization,and correctly guide and make full use of this.Innovative ideas for employees.In addition,for different psychological ownership employees,organizations need to adopt differentiated management methods and institutional flexibility,and appropriately increase the management trust of such employees,so that such employees can maximize the creativity and.rationalize their creativity to enhance the organization's innovation ability.