Deviant innovation behavior by employees is a significant contributor to innovative activities within firms, and successful deviant innovation has a positive effect on firm innovation and performance. Digital leadership, a new type of leadership that has emerged due to the disruptive impact and challenges of digital technology in companies, requires further investigation regarding its influence on individual employees. Based on social cognitive theory and triadic reciprocal determinism, we constructed a moderated mediation model. In this model, employee role breadth self-efficacy served as the mediating variable and error management climate as the moderating variable. The analysis results of 201 employees indicate that:  digital leadership has a positive influence on employees' role-width self-efficacy and their deviant innovation; employees' role-width self-efficacy mediates the relationship between digital leadership and their deviant innovation; the error management climate not only positively moderates the role of digital leadership in employees' role-width self-efficacy, but also positively moderates the role of employees' role-width self-efficacy in the relationship between digital leadership and employee deviant innovation. The above findings reveal the relationship between digital leadership and employee deviant innovation, contributing to research on digital leadership theory and the factors that influence deviant innovation.

Changpeng Lu. A Study on the Influence of Digital Leadership on Employees' Deviant Innovations. Academic Journal of Business & Management (2023) Vol. 5, Issue 26: 1-8. https://doi.org/10.25236/AJBM.2023.052601.

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