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.