The moderated-mediation effect of workplace anxiety and regulatory focus in the relationship between work-related identity discrepancy and employee innovation

Abstract

Extant research on work-related identity discrepancy mostly has probed its effects on employees’ attitudes and emotions but has paid little attention to its impact on employee behaviors. Drawing on self-discrepancy theory, we examined the influencing mechanism and conditions of work-related identity discrepancy on employee innovation behavior. With data collected from 563 employees who personally experienced leadership transition in the workplace, we found that work-related identity discrepancy predicts employee innovation behavior through workplace anxiety. We also discovered that employees’ personality traits—promotion regulatory focus and prevention regulatory focus in particular—can intensify or buffer the negative relationship between work-related identity discrepancy and employee innovation behavior. We further discuss the conceptual and practical implications of these findings.