Executing Before Asking For Permission: The Impact Of Transformational Leadership On Employees' Constructive Deviance

In modern organizations,Employees often take a behavior called CONSTRUCTIVE DEVIANCE,which means employees sometimes intentionally violate the formal or informal norms of the organization in order to bring benefits to the organization and its stakeholders.Constructive deviant behavior has two sides: it makes organizational procedures more flexible and bring organizational change,but its result is uncertain and its illegality may take a bad influence to the normal order of organization.Transformational leadership encourages and cares for employees in a way that improves employees' sense of identity to the organization,and he/she is also a model of chasing transformation for the employee.Previous research has confirmed the role of transformation leadership in promoting employees' behavior.But what impact does transformational leadership have on employees' constructive deviance,and how to reasonably guide employees' constructive deviance? These questions still needs to be answered.Role Breadth Self-efficacy helps to correct the formation mechanism of the employees' external behavior.Time pressure is one of the important variables for studying the boundary conditions of individual behavior.Therefore,taking role breadth self-efficacy as the mediating variable,and time pressure as the moderating variable is important for the research on finding the connection between transformational leadership on employees' constructive deviance.Basing on social cognition theory and literature review,this article set up a model of the impact of transformational leadership on employees' constructive deviance in which role breadth self-efficacy is the mediating variable,and time pressure is the moderating variable basing on the situation of task urgency.The online and offline channels are used to distribute questionnaires and obtain 258 valid samples from enterprises in Shanghai,Guangzhou,Shenzhen,Jiangxi and other provinces.We used SPSS and Mplus software for demonstration.Analyze and start to discuss and inspire the influence mechanism of employee construction deviance behavior.Transformational leadership can significantly promote the employees' constructive deviance;Employees' role breadth self-efficacy plays a mediate role between the effect of transformational leadership to employees' constructive deviance;Time pressure positively moderate the influence of role breadth self-efficacy to employees' constructive deviance.The higher time pressure employees feel,the employees with higher role breadth self-efficacy may be more possible to take constructive deviance behavior.Therefore,when conducting organizational management,transformational leaders should emphasize organizational norms and ensure the system execution.Also,we need to train the employees more to improve their decision ability.At the same time,strengthening management information system may help employee reduce the time pressure.This result expands the research of constructive deviance,also shows the possibility of transformational leadership to promote constructive deviance.At the same time,we rise some suggestions to the leadership behaviors and organizational systems.The article also summarizes the short points of the research and looks forward to the future research directions.