@article{57395,
  abstract     = {{<jats:p>Innovation-oriented firms encourage their staff to generate ideas, but lack the resources to sponsor them all. Entrepreneurially minded employees may respond to this discrepancy with creative deviance, i.e., pursue ideas despite managerial orders to stop. We elucidate this understudied flipside of corporate entrepreneurship by theorising and testing organisational and individual antecedents to creative deviance. Strain theory leads us to hypothesise that organisational support for innovation reduces creative deviance. Based on achievement goal theory, we conjecture that mastery goals foster creative deviance. These predictors are expected to interact in their impact on creative deviance. Data from 659 employees support our hypotheses. Our study contributes to corporate entrepreneurship theory by expounding an important, but so far understudied form of innovative behaviour, extends strain theory by showing how individual traits can reinforce or mitigate the structural strain created by organisations, and advances research on achievement goals by connecting mastery achievement orientation to deviant behaviour. In terms of practical implications, our study indicates how leaders may promote compliant innovation through organisational support and how they can increase person-job fit by screening candidates’ achievement goals during recruitment.</jats:p>}},
  author       = {{TENZER, HELENE and Yang, Philip}},
  issn         = {{1363-9196}},
  journal      = {{International Journal of Innovation Management}},
  number       = {{02}},
  publisher    = {{World Scientific Pub Co Pte Ltd}},
  title        = {{{THE IMPACT OF ORGANISATIONAL SUPPORT AND INDIVIDUAL ACHIEVEMENT ORIENTATION ON CREATIVE DEVIANCE}}},
  doi          = {{10.1142/s1363919620500206}},
  volume       = {{24}},
  year         = {{2019}},
}

@article{57397,
  abstract     = {{<jats:p>Creative deviance, i.e., the violation of a managerial order to stop working on a new idea, is an emerging topic in innovation research. Whereas the outcomes of this nonconforming behaviour are inherently ambiguous, its importance for corporations’ innovative capability is undisputed. We complement prior research on the organisational-level determinants of creative deviance by studying its individual-level antecedents. We hypothesise that risk propensity as a personality trait is positively related, whereas allocentrism as a personal value orientation and organisational commitment as a personal attitude are negatively related to creative deviance. Risk propensity is considered the strongest predictor, as it affects creative deviance both directly and indirectly through allocentrism and commitment. Data from 457 employees in a German high-tech corporation support our hypotheses. Our findings contribute to research on innovation management and organisational behaviour while yielding managerial recommendations for leadership and recruitment.</jats:p>}},
  author       = {{TENZER, HELENE and Yang, Philip}},
  issn         = {{1363-9196}},
  journal      = {{International Journal of Innovation Management}},
  number       = {{02}},
  publisher    = {{World Scientific Pub Co Pte Ltd}},
  title        = {{{PERSONALITY, VALUES, OR ATTITUDES? INDIVIDUAL-LEVEL ANTECEDENTS TO CREATIVE DEVIANCE}}},
  doi          = {{10.1142/s1363919619500099}},
  volume       = {{23}},
  year         = {{2018}},
}

@article{54044,
  author       = {{SANTOS-ARTEAGA, FRANCISCO J. and CAPRIO, DEBORA DI and Tavana, Madjid and O'CONNOR, AIDAN}},
  issn         = {{1363-9196}},
  journal      = {{International Journal of Innovation Management}},
  number       = {{02}},
  publisher    = {{World Scientific Pub Co Pte Lt}},
  title        = {{{FORMALISING THE DEMAND FOR TECHNOLOGICAL INNOVATIONS: RATIONAL HERDS, MARKET FRICTIONS AND NETWORK EFFECTS}}},
  doi          = {{10.1142/s1363919617500189}},
  volume       = {{21}},
  year         = {{2017}},
}