Abstract：We test the direct effects of employee actual inclusion and employee-organization relationship on perceived insider status, the mediating effects of perceived insider status on the relationships between employee actual inclusion , employee-organization relationship and innovative behavior, and the moderating effects of innovative climate on the relationship between perceived insider status and innovative behavior by using data from a sample of 859 subordinate-supervisor dyads from 63 companies. The results reveal that employee-organization relationship is positively associated with innovative behavior, perceived insider status mediates the relationship between employee-organization relationship and innovative behavior, and innovative climate positively moderates the indirect relationships between employee-organization relationship and innovative behavior via perceived insider status, whereas the effect of employee actual inclusion is insignificant.
俞明传，顾琴轩，朱爱武. 员工实际介入与组织关系视角下的内部人
身份感知对创新行为的影响研究[J]. J4, 2014, 11(6): 836-.
YU Mingchuan，GU Qinxuan，ZHU Aiwu. How Does Perceived Insider Status Influence Innovative Behavior:
A Perspectives of Employee Actual Inclusion and Employee-Organization Relationship
. J4, 2014, 11(6): 836-.
2014, Vol. 11 
