摘要： 组织正式管理实践是诱发员工从事越轨创新行为的重要因素。薪酬激励作为非常重要的组织正式管理实践，却鲜有研究探讨其对越轨创新行为的影响机制。本研究基于社会交换理论，探索了外部薪酬比较、绩效薪酬工具性感知对员工越轨创新行为的影响效应和作用机制。基于267位证券从业人员的三阶段问卷调查研究发现：外部薪酬比较、绩效薪酬工具性感知均对员工的越轨创新行为存在显著的正向影响；外部薪酬比较与绩效薪酬工具性感知会交互影响越轨创新行为；外部薪酬比较、绩效薪酬工具性感知通过回报义务感正向影响越轨创新行为，且回报义务感中介了外部薪酬比较与绩效薪酬工具性感知对员工越轨创新行为的交互影响。

Abstract: Formal management practices are important factors that induce employees to engage in bootlegging. However, few existing studies have explored the relationship between organizational formal management practices and employees' bootlegging from the perspective of organizational compensation design. Based on social exchange theory, this study explores the mechanisms of the effects of external pay comparison and performance-pay instrumentality perception on employees' bootlegging. The results of a three-stage questionnaire survey based on 267 securities practitioners show that external pay comparison and performance-pay instrumentality perception have significant positive effects on employees' bootlegging, and external pay comparison and performance-pay instrumentality perception will interact to influence employees' bootlegging. Meanwhile, external pay comparison and performance-pay instrumentality perception positively influence employees' bootlegging through felt obligation to reciprocate organization, and felt obligation to reciprocate organization also mediates the interactive impact of external pay comparison and performance-pay instrumentality perception on employees' bootlegging.