Perceived insider status and innovative behaviour of the new generation of employees: Mediating effect of innovative self-efficacy and moderation of group competitive climate

Abstract

Based on social identity theory, this study investigated the perceived insider status and innovative behaviour relationships in new generation employees by their innovative self-efficacy and group competitive climate in the work context. New generation employees (n = 338) drawn from 52 teams working in 10 high-tech enterprises in the People’s Republic of China were participants (female = 41.4%; mean age = 31.83 years, SD = 3.80 years). Following multilevel structural equation modelling, results indicated that perceived insider status predicted innovative behaviour. Innovative self-efficacy played a mediating role in the relationship between perceived insider status and innovative behaviour, resulting in higher innovative behaviour. Group competitive climate lowers the relationship between perceived insider status and innovative behaviour, through innovative self-efficacy. This study suggests that innovative behaviour support in new employees (through cultivating their innovative self-efficacy for regulating the group’s competitive climate rationally) may motivate new employees to increase their organisational competitiveness.