Abstract
Drawing on self-representation theory, we explore how trait competitiveness affects innovative behavior and career satisfaction via perceived insider status and the boundary role of perceived leader competitiveness. Data were collected in two waves among 316 employees in China. The results showed that employee trait competitiveness was positively related to innovative behavior and career satisfaction via perceived insider status. These indirect effects were significantly stronger when working with competitive leaders and were insignificant otherwise. Our findings make theoretical contributions and practical implications regarding how, and under what circumstances, competitive employees will innovate and satisfy with their career development.
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