Abstract: Given the severe environment with intense competition and unpredictable technology changes, increasing number of organizations realize that employees should be encouraged and cultivated to innovate. To address this question, we built a moderated mediation model on employees’ innovative behavior based on the analysis of social cognition theory. Specifically, our study examined the partial mediation effect of creative self-efficacy on the relationship between perceived insider status and employees’ innovative behavior. We also focused on the respect for authority and predicted that it moderated the mediation effect of creative self-efficacy. We collected data from an eastern province of People’s Republic of China. 370 survey questionnaires were distributed to the 15 companies located in Zhejiang Provinces, covering manufacturing, high technology, trade, etc. In the end, 353 employees returned the questionnaires (response rate was 95.41%). After screening out the problematic cases, the final sample consists of 325 employees. 47.08% were male, 52.92% were female; the most had the diploma of junior college (40.62%). To examine the distinctiveness of the study variables, we conducted a confirmatory factor analysis by using AMOS 17.0. We also employed multiple regression analysis to test the mediating effect and employed total effect moderation model to examine the mediated moderation model by using SPSS 19.0. Based on the social cognition theory, this study proposed and tested a moderated mediation model in which perceived insider status influences innovative behavior, with creative self-efficacy as a mediator and respect for authority as a moderator. The results showed that 1)perceived insider status was positively related to innovative behavior; 2)creative self-efficacy partially mediated the relationship between perceived insider status and employees’ innovative behavior; 3)the respect for authority moderated the relationship between creative self-efficacy and employees’ innovative behavior, that is the higher respect for authority, the weaker the relationship; 4)the respect for authority moderated the mediated relationship through creative self-efficacy, that is, the higher respect for authority, the weaker the mediated relationship. Our findings contribute to employees’ innovative behavior literature. The research model explains the comprehensive mechanism between perceived insider status and innovative behavior from the perspective of creative self-efficacy firstly, which broadens the boundary of researches on employees’ innovative behavior and provides a new theoretical support for the future study. By drawing on social cognition theory, our study revealed the mediating role of creative self-efficacy in the relationship between perceived insider status and employees’ innovative behavior. In addition, our study examined the mechanism by using total effect moderation model that can examine the role of integrated process of mediation and moderation more comprehensively and systematically. In terms of practical implications, organizations should make efforts to promote perceived insider status by giving employees more job autonomy, sharing critical information with employees and encouraging employees to take part in decision-making. Secondly, organizations should create a positive and harmonious working environment for employees and provide some skills training in order to improve employees’ creative self-efficacy. Finally, organization must identify the level of respect for authority. For the employees with high level of respect for authority, organization shouldn’t emphasize personal authority and in their interactions with them to decrease their concern about innovating.

Key words: Perceived Insider Status, Creative Self-Efficacy, Innovative Behavior, Respect for Authority

摘要： 基于社会认知理论，运用问卷调查法，通过325份上下级配对数据，探讨内部人身份感知对员工创新行为的作用机制，检验创新自我效能感的中介效应以及遵从权威的调节效应。研究发现：内部人身份感知与创新行为之间显著正相关；内部人身份感知与创新自我效能感显著正相关；创新自我效能感部分中介了内部人身份感知对创新行为的影响；遵从权威对创新自我效能感与创新行为之间的关系具有负向调节作用；遵从权威调节了创新自我效能感在内部人身份感知与创新行为之间的中介作用。

关键词: 内部人身份感知, 创新自我效能感, 创新行为 , 遵从权威