尽管很多文献探讨了领导风格、领导行为对员工越轨创新行为的影响，但是不曾基于领导的思维模式来开展研究。依据社会信息加工理论，以广东、浙江、广西、重庆等省份的高新技术、软件研发、生产制造等行业的企业作为样本，通过对293份领导与员工配对，进行两阶段的问卷调查，运用层级回归法，探讨领导底线心智对员工越轨创新行为的影响。研究表明：领导底线心智对越轨创新行为具有显著的正向影响；工作自主性在两者之间起中介作用；冒险特质既调节工作自主性与越轨创新行为之间的关系，也调节领导底线心智通过工作自主性对越轨创新行为的间接影响；相比低冒险特质的员工，领导底线心智通过工作自主性对高冒险特质员工的越轨创新行为的正向间接影响较强。基于此，提出组织需减少对员工越轨创新行为的束缚，通过给予他们开展工作的自主性，为具有高冒险特质的员工敢于打破组织规章制度的束缚创造条件。

Although a large amount of literature has discussed the impact of leadership style and leadership behavior on employees' deviant innovation, it has not paid attention to the thinking mode of leader. Based on the social information processing theory, taking enterprises in high-tech, software R&D, manufacturing and other industries in Guangdong, Zhejiang, Guangxi, Chongqing and other provinces as samples, 293 supervisor-subordinate dyads for a two-stage questionnaire survey, and the hierarchical regression analysis was used to explore the impact of supervisor bottom line mentality on employees' bootleg innovation. The results showed that: (1) supervisor bottom-line mentality has a positive impact on the bootleg innovation; (2) job autonomy mediates the influence of supervisor bottom-line mentality on bootleg innovation; (3) risk taking propensity positively moderates the relationship between job autonomy and bootleg innovation and the indirect effect of supervisor bottom-line mentality on bootleg innovation through job autonomy. Compared to employees with low risk taking propensity, the supervisor bottom-line mentality has a stronger positive and indirect impact on bootleg innovation of employees with high risk taking propensity through job autonomy. Based on this, it is proposed that organizations should reduce the constraints on employees' deviant innovation, and create conditions for employees with high risk taking propensity to dare to break the constraints of organizational rules and regulations by giving them autonomy to carry out their work.

F279.23

无