在创新驱动的新时代背景下，员工创新成为企业和社会持续发展的不竭动力。尽管员工创新已得到企业的普遍重视，但由于企业资源的有限性和市场的日新月异，很多员工无法在企业或领导的支持下落实创新想法，进而选择违抗管理命令继续探索新想法，即做出抗令创新行为（Creative deviance）。虽然抗令创新行为逐渐引起了学者的广泛关注，但已有研究对引起员工抗令创新行为的前因探讨较为有限。鉴于此，本研究分别从员工个人特质、领导特质及组织因素的角度，探究员工抗令创新的前因，弥补当前研究的不足。首先，本文梳理总结了抗令创新行为的定义、内涵与测量方式，并将之与其它相近概念进行了辨析。通过系统回顾抗令创新的相关研究，对该领域的理论进展、实证发现和未来研究方向进行了全面述评，总结现有研究存在的局限，提出了本文的理论模型，为实证研究提供了总体理论框架。其次，本文分别从员工特质、领导特质及组织因素的角度展开实证研究，探究员工抗令创新行为的前因，共分为三个研究。研究一（第3章）基于主动动机模型检验了员工自恋特质性格与其抗令创新行为之间的关系。研究发现，员工自恋特质通过激发创造力驱动打破规范动机，促进抗令创新行为，且员工职业使命感越高，这一关系越强。研究二（第4章）基于权力的接近-抑制理论检验了领导自恋特质与员工抗令创新行为之间的关系。研究发现，领导自恋特质会降低员工权力感知，进而抑制员工抗令创新行为。领导-下属交换关系（LMX）会弱化领导自恋特质与员工权力感知的负向关系，进而弱化领导自恋特质与员工抗令创新行为的间接负向关系。研究三（第5章）基于社会信息加工理论探讨了组织创新激励与员工抗令创新行为之间的关系。发现组织的创新激励可以有效增强员工的心理安全感，进而促进员工抗令创新行为。而惩罚模糊性和避免过早评价可以加强组织创新激励与员工心理安全感的正相关关系，进而加强对员工抗令创新行为的正向间接作用。最后，本文总结梳理了三个研究的假设检验结果，阐述了本文的主要理论贡献和实践意义。此外，提出了当前研究存在的局限性和不足之处，并对未来的研究方向进行了展望。

In the new era driven by innovation, employee creativity has become an inexhaustible driving force for the sustainable development of both enterprises and society. Enterprises have widely valued employee creativity. However, due to the limited resources of enterprises and the ever-changing market, many employees, who cannot implement innovative ideas with the support of enterprises or leaders, choose to violate managerial orders to continue elaborating on new ideas—this action is known as creative deviance. Creative deviance has gradually attracted substantial scholars' attention, yet researchers have paid relatively limited attention to the antecedents of employees' creative deviance. Considering the limited attention to the antecedents of creative deviance and expected to fill the gaps in current research, this paper intended to explore the antecedents of employees' creative deviance from the aspects of employees and leaders' personality traits and organizational incentive factors.First of all, this paper summarized the definition, connotation, and measurement of creative deviance and differentiated it from other similar concepts. By systematically reviewing relevant research on creative deviance, this research made a comprehensive review of theoretical progress, empirical findings, the limitations of existing study, and future research directions in this field, then lastly proposed the theoretical model of this paper to provide an overall theoretical framework for empirical research.Secondly, this paper conducted empirical research on the factors of personality traits of employees, leaders, and organizational factors. It explored the antecedent research of employees' creative deviance, divided into three empirical studies. Study 1 (Chapter 3) explored and examined the relationship between employee narcissism and creative deviance based on the model of proactive motivation. The study revealed that employee narcissism could increase creativity-driven norm-breaking motives, promoting creative deviance. The higher the employee's sense of career calling is, the stronger the relationship is. Study 2 (Chapter 4) examined the relationship between leader narcissism and employees' creative deviance based on the approach-inhibition theory of power. The outcomes showed that leader narcissism reduces employees' sense of power, which restrains employees' creative deviance. LMX weakens the negative relationship between leaders' narcissism and employees' sense of power and indirectly weakens the relationship between leaders' narcissism and employees' creative deviance. Study 3 (Chapter 5) explored the relationship between organizational innovation incentives and employees' creative deviance based on social information processing theory. The study found that organizational innovation incentives could enhance employees' psychological security and promote their creative deviance. Moreover, the ambiguity of punishment and the avoidance of premature evaluation could strengthen the positive correlation between organizational innovation incentives and employees' psychological safety, strengthening the indirect positive effect on employees' creative deviance.Finally, this paper summarized the outcomes of the three studies' hypothesis testing and expounded on the main theoretical contributions and the practical significance of this research paper. The recommendations for further research followed the limitations and inadequacies of current studies.