上行下“溢”：领导创新代理行为与员工突破性创造力的关系、逻辑与边界

本研究聚焦于领导行为的“上行下溢”现象，基于社会认同理论系统地探讨领导创新代理行为与员工突破性创造力之间的关系、逻辑与边界。创新代理行为是一种积极塑造组织创新形象的行为。如果领导承担了创新代理人角色，员工将会逐渐内化领导传达的组织创新形象，在一系列的自我肯定和身份确认后，最终激发出突破性创造力。具体而言，研究将分别从创新推介行为、创新捍卫行为、创新模仿追随行为等三个方向，探讨领导创新代理行为与员工突破性创造力之间的关系和逻辑，并从领导和员工两方面挖掘这二者关系的边界。另外，研究还将从个人内层次探讨领导创新代理行为与员工突破性创造力关系的动态变化。突破性创造力是维持竞争优势和实现“弯道超车”的重要资源，如果从创新代理行为视角可以破解此难题，这将极大地促进企业创新管理实践。

Focusing on “how subordinates surpass the example set by superior”, the study systematically discusses the relation, logic and boundaries between leader’s surrogate behaviors for innovation and employees’ radical creativity, according to social identity theory. The surrogate behaviors for innovation aim to shape the positive image for organizational innovation. When leader acts as the surrogate of innovation, the organizational innovation image conveyed are gradually internalized by employees, which may stimulate radical creativity, after a series of self-affirmation and identity confirmation. Specifically, the study will explore the relation and logic between leader’s surrogate behaviors for innovation and employees’ radical creativity from three directions, i.e., promoting for innovation, defending for innovation, and modeling followership for innovation. The boundaries among them will be also exploited from both aspects of leader and employee. In addition, the dynamic change between the relation of leader’s surrogate behaviors for innovation and employees’ radical creativity will be discussed from the within-person level. Radical creativity is an important source to maintain competitive advantages and achieve “overtaking”. If this problem can be solved through the perspective of surrogate behavior for innovation, it will greatly promote the innovation management practice of enterprises.