| The report to the 20 th National Congress of the Communist Party of China pointed out that we should open up new areas and new tracks for development,constantly create new drivers and advantages for development,and enterprises,as the main carriers of scientific and technological innovation,play an important role on the road to innovative development.However,due to the limited resources of the organization,the organization cannot meet all the innovative ideas of the employees.At this time,if the employees believe that their creative expectations can create value for the organization,they may avoid or ignore the veto of their superiors,continue to deepen innovation activities,and produce deviant innovation behaviors.Therefore,deviant innovation is a common innovation activity in scientific and technological innovation enterprises.Bootleg innovation is characterized by complexity,high difficulty and high uncertainty.Only creative employees in an organization can produce bootleg innovation behaviors according to market demand changes.Existing research have confirmed that there is a positive relationship between employee creativity and bootleg innovation.However,in the real situation,employee creativity is always closely related to the situation,so it is limited to study the relationship between employee creativity and bootleg innovation only from the perspective of employee creativity.And there is a consistent and inconsistent between self-evaluation of employee creativity and leader’s evaluation of the subordinate creativity,so from the view of matching research on relationship between employee creativity and bootleg innovation can come to the conclusion that a more comprehensive and dialectical nature.Based on paradox theory and innovation process theory,this paper constructs a research theoretical model which takes leader-subordinate creativity evaluation matching as independent variable,radical innovation input as mediating variable,employee paradox thinking as moderating variable,the bootleg innovation as dependent variable,and discusses the mechanism and context of the influence of leadersubordinate creativity evaluation matching on bootleg innovation.The questionnaire survey method was used to collect the paired data of leaders and subordinates of Science and Innovation Enterprises in Beijing,Guangzhou,Zhengzhou and other places as research objects.Polynomial regression and response surface analysis technology were used to analyze and process the data,and finally the research conclusion was drawn.This paper found that:(1)Employee creativity can positively affect the private innovation dimension and creative deviance dimension of employee bootleg innovation;(2)More inconsistent the leader-subordinate creativity evaluation match is,the stronger the impact on creative deviance,but has no significant impact on private innovation;(3)Compared with "low self-evaluation of employees’ creativity-low leader’s evaluation of subordinates’ creativity","high self-evaluation of employees’ creativity-high leader’s evaluation of subordinates’ creativity" has a stronger positive impact on private innovation,but no significant influence in creative deviance.(4)Compared with "low self-evaluation of employee creativity-high leader’s evaluation of subordinates’ creativity","high self-evaluation of employee creativitylow leader’s evaluation of subordinates’ creativity" has a strong positive impact on both private innovation and creative deviance;(5)Breakthrough innovation engagement plays an mediating role between leader-subordinate creativity evaluation matching and private innovation as well as creative deviance;(6)Employee paradox can positively moderating the relationship between breakthrough innovation engagement and private innovation as well as creative deviance.At the same time,the research conclusion also brings some practical implications:managers should try their best to achieve a matching situation between self-evaluation of employee creativity and leaders’ evaluation of employee creativity,guide employees to carry out private innovation activities with exploratory advantages,and avoid creative deviance due to proof orientation.Managers should also pay attention to the input of employees in the process of innovation to ensure the smooth progress of innovation behavior;Managers should improve employees’ paradox and enhance the organization’s ability to solve paradoxical problems through reflection and review. |
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