Work-related identity discrepancy and employee innovation behavior: the role of intrinsic motivation and self-construal

Abstract

Purpose

The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior.

Design/methodology/approach

Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis.

Findings

The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior.

Originality/value

Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.

Citation

Chen, Y., Zhang, J., Liu, C.-E., Liu, T. and He, W. (2021), "Work-related identity discrepancy and employee innovation behavior: the role of intrinsic motivation and self-construal", Chinese Management Studies, Vol. 15 No. 5, pp. 1143-1156. https://doi.org/10.1108/CMS-02-2021-0051