Abstract
Based on the job demands-resources model, the mechanism and boundary conditions of leader-member exchange social comparison on employee innovative behaviors were tested with self-efficacy and role load as mediating variables and error management climate as moderating variables. Based on the empirical analysis of 452 questionnaire data collected in two stages, it is found that self-efficacy and role load play a partial mediating role in the relationship between leader-member exchange social comparison and employee innovative behavior. Error management climate positively moderates the relationship between leader-member exchange social comparison and self-efficacy, and positively moderates the mediating role of self-efficacy in the relationship between leader-member exchange social comparison and employee innovative behavior. Error management climate negatively moderates the relationship between leader-member exchange social comparison and role load, and negatively moderates the mediating role of role load in the relationship between leader-member exchange social comparison and employee innovative behavior.