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| The Influence of Humorous Leadership on Employees' Deviant Innovation: A Moderated Dual Mediation Model |
| Huang Dujuan1,Sun Tao1,Ding Xue2,Zhu Tongqing1 |
| (1.School of Business Administration, Anhui University of Finance and Economics, Bengbu 233030,China;2.School of Financial Technology, Shanghai Lixin Institute of Accounting and Finance,Shanghai 201209, China) |
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Abstract In order to shore up the dual-cycle development architecture, China has put forward more urgent requirements for accelerating scientific and technological innovation. Innovation is the first power to enhance the core competitiveness of enterprises, but in the pursuit of innovation and development, there will gradually be structural tension in resources, and only a small number of ideas are allowed to be put into practice. In this context, some employees tend to ignore the resource constraints and risks, and engage in deviant innovation behaviors, such as independent or informal innovation with the aim to bring revolutionary innovation to the enterprises. Deviant innovation has become a research hotspot for its potential for realizing innovative technological advancement and profits. Deviant innovation is a key creative activity for employees. In terms of its mechanism, scholars mostly focus on transformational leadership, ethical leadership and other types of leadership , but humorous leadershipis rarely involved. How it triggers deviant innovation is a key issue worthy of in-depth study. Therefore, this study starts from both cognitive and emotional perspectives. It constructs a moderated dual mediation model based on cognitive-affective personality system theory and social information processing theory to explore the mechanism and boundary conditions of humorous leadership on employees' deviant innovation. This study attempts to answer the following questions: (1) how does humorous leadership affect employees' deviant innovation? (2) how do innovative self-efficacy and constructive responsibility perception play a mediating role? (3) what is the moderating role of perceived human resource management strength? #br#In this study, 449 valid questionnaires are collected for the empirical analysis which applies SPSS26 and AMOS22 softwares. The results show that first, leaders with a friendly sense of humor promote employees' deviant innovation, leaders with an aggressive sense of humor inhibits employees from deviant innovation; second, innovative self-efficacy and constructive responsibility perception play a mediating role in the relationship between friendly/aggressive humor leadership and employees' deviant innovation; third, perceived human resource management intensity plays a positive role in moderating the relationship between friendly and humorous leadership and employees' sense of innovative self-efficacy and constructive responsibility, whereas it has negative moderation of the relationship between aggressive humor leadership and employees' innovative self-efficacy and constructive responsibility perception, that is, the higher the perceived intensity of human resource management, the more friendly and humorous leaders can be to promote the generation of employees' sense of innovative self-efficacy and constructive responsibility, the weaker the inhibitory effect of aggressive and humorous leadership is on employees' sense of innovative self-efficacy and constructive responsibility.#br#This study has the following three innovations. First of all, it integrates the positive and negative aspects of humorous leadership at the same time, and makes a more comprehensive and deeper exploration of the leadership factors in the trigger mechanism of deviant innovation; secondly, by combining the factors of cognition and emotion, it explains the mechanism and process of humorous leadership on employees' deviant innovation from a new perspective; finally,it provides a new boundary condition for the relationship between leadership behavior and employees' psychological state and deviant innovation behavior based on the implementation process of the organization's human resources management policy. In summary, the study deepens the understanding of humorous leaders on the internal mechanism of employees' deviance and innovation, enriches the effectiveness studies of perceived human resource management strength and provides theoretical inspiration and practical guidance for managers to correctly deal with employees' deviant innovative behaviors.#br#Future research can conduct cross-level analysis from the organizational and individual levels to expand the research on deviant innovation. With respect to the data collection, future studies data can be collected at three time points, or empirical research can be conducted using longitudinal data and combined with experimental methods to further reduce the possibility of common methodological bias. In addition, this study uses perceived human resource management intensity as a moderating variable to explain the moderating role of its rational factors between humorous leadership and innovative self-efficacy, humorous leadership and constructive responsibility perception. In the future, other rational factors can be exploited to further explore the boundary conditions.#br#
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Received: 25 July 2022
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