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| A Literature Review and Prospects of Employees′ Deviant Innovation |
| Lyu Rongjie1,Feng Yuwei1,Zhang Yiming1,Hao Lixiao2 |
| (1.School of Economics and Management，Hebei University of Technology，Tianjin 300401，China；2.School of Economics and Management，Civil Aviation University of China，Tianjin 300300，China) |
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Abstract In the increasingly fierce market competition, innovation is an important support for the sustainable development of organizations. However, in the process of innovation practice, the existing resource stock often cannot meet all innovation needs. The main body of organizational innovation are employees whose innovation constraints are often greater than their innovation autonomy. If enterprises cannot adopt all innovative ideas, employees will choose informal ways to realize their innovative ideas. Without the approval of the organization, the act of putting this innovative idea into practice is called deviant innovation, that is, employees actively carry out informal innovation activities in private. It is worth noting that employees' deviant innovation with the characteristics of "deviation" and "concealment" not only effectively complements the formal organizational innovation approach,but also can stimulate the potential and vitality of more disruptive innovation and realize the great leap forward development of the organization. In addition, studies have found that the incidence of employees' deviant innovation behavior is as high as 80% in science and technology enterprises, which may be more common in Chinese organizations with the characteristics of collectivism and high-power distance. Therefore, given the importance and universality of employees' deviant innovation, organizations should pay attention to employees' deviant innovation, and academia should pay more attention to the research of deviant innovation. But only a few studies focus on the impacts of deviant innovation on innovation ability and innovation performance, or explore the influencing factors of deviant innovation behavior. There is a lack of systematic review.#br# Therefore, by combing the research literature on deviant innovation at home and abroad on CNKI, Web of Science, Google Scholar and other channels, this study uses Endnote, the literature management software, to preliminarily classify and sort out the literature. Then it further summarizes and comments on the concept connotation, feature classification, measurement tools and theoretical basis of employee deviant innovation to provide reference for future research.#br# Firstly, this study explains the development context of the concept of employee deviant innovation, and finds that there are mainly two views and summerizes six representative concepts. In order to define deviant innovation more clearly, the similarities and differences between deviant innovation and other similar behaviors are analyzed from the perspective of internal separation and external comparison. Then by integrating the two behavior characteristics of " deviation" and "concealment", this study emphasizes the complete connotation of employees' deviant innovation under the boundary condition of tight innovation resources, shifting the perspective of deviant innovation feature classification from "process" to "behavior" itself with the focus on the classification of deviant innovation in behavior motivation and behavior subject.#br# Secondly, by combing through three measurement tools of employee deviant innovation, it is found that these measurement tools are suitable for deviant innovation with the characteristics of confrontation, deviation, concealment and process. It not only defines the applicable situation of the current scale, but also points out the development direction of the scale in the future.#br# Thirdly, this study summarizes the five commonly used theories in the existing research, such as tension theory, social exchange theory and self-determination theory, and discriminates them from four perspectives: core view, focus, interpretation mechanism and limitations. On the basis of the previous common theories, it introduces the classic theory of explaining behavior, the planned behavior theory, and summarizes the antecedent variables of employees' deviant innovation into three aspects: behavior belief, normative belief and control belief. The outcome variables of employees' deviant innovation are divided into three aspects: individual, organization and leadership, and accordingly the theoretical logic chain of "behavior intention→behavior generation→behavior result" of deviant innovation is constructed. The model integrated in this paper is not only a supplement to the "individual-organization-leadership" leading framework of the previous review, but also provides a new theoretical perspective for further exploring the process model of deviant innovation behavior.#br# Finally, on the basis of summarizing the literature research on deviant innovation, this study takes the situations of localization, digitization and teamwork into consideration, and puts forward the future research direction from the concept, measurement, cause and effect of employee deviant innovation.#br#
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Received: 05 February 2022
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