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| Influence of Employee-Supervisor Boundary Segmentation Preference Fit on Employees’ Innovative Behavior |
| FU Jingyao，ZHANG Lanxia，ZHAO Jianhao，QIAN Jinhua |
| Northeastern University, Shenyang， China |
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Abstract According to person-environment fit theory, based on the two-point paired questionnaires, this study researched the influence of employee-supervisor boundary segmentation preference fit on employees’ innovative behavior. The results of polynomial regressions, response surface methodology and block variable analysis supported the hypothesis about congruence and incongruence effects. Further, congruence effects were found wherein employees had higher job autonomy and stronger innovative behavior when employees and supervisors both had low boundary segmentation preference rather than high boundary segmentation preference. Meanwhile, asymmetrical incongruence effects were found wherein employees had lower job autonomy and poorer innovative behavior when employees had high boundary segmentation preference and supervisors had low boundary segmentation preference compared with employees had low boundary segmentation preference and supervisors had high boundary segmentation preference. Moreover, employees’ job autonomy partially mediated the relationship between employee-supervisor boundary segmentation preference fit and employees’ innovative behavior.
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Received: 18 February 2020
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