Original Research ARTICLE
The Negative and Positive Aspects of Employees' Innovative Behavior: Role of Goals of Employees and Supervisors
- 1Donlinks School of Economics and Management, University of Science and Technology Beijing, China
- 2Department of Organization and Human Resource Management, Université du Québec à Montréal, Canada
We aim to examine the negative (relationship conflict) and positive (in-role job performance) outcomes of employees’ innovative behavior, and explored the moderation effect of employees’ goal content and supervisors’ achievement goal orientation in these relationships. The dData were collected from 218 employees and their immediate supervisors were collected in companies in China, and the results show that employees’ innovative behaviors are positively related to their relationship conflict and in-role job performance, and employees’ extrinsic goals and supervisors’ performance goal moderate these relationships. Specifically, employees’ innovative behaviors were significantly and positively related to relationship conflict when either employees have high extrinsic goals or supervisor have high performance goals or both; and when supervisor have low level of performance goals, employees’ innovative behaviors were significantly and positively related to their in-role job performance. We contribute in showing when there are positive and negative outcomes of employees’ innovative behaviors and document the effect of moderating factors that may strengthen these benefits and lower the conflicts.
Keywords: Innovative behaviors, Relationship conflict, In-role job performance, Extrinsic goals, performance goals
Received: 08 Jun 2018;
Accepted: 12 Sep 2018.
Edited by:Radha R. Sharma, Management Development Institute, India
Reviewed by:Elizabeth A. Castillo, Arizona State University, United States
Paola Magnano, Kore University of Enna, Italy
Copyright: © 2018 Zhang, Zhang, Forest and Chen. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Prof. Jian Zhang, University of Science and Technology Beijing, Donlinks School of Economics and Management, Beijing, China, email@example.com