The present study examines the relationship between interpersonal goals – i.e., self-image and compassionate goals – and innovative work behavior by taking into account the organizational context and the country as boundary conditions. By integrating self-presentation theory with cross-cultural research on innovation, we hypothesized that in high innovation-supportive organizations, employees from more collectivistic, higher power distance and higher uncertainty avoidance countries (Brazil) would be more engaged in innovative behaviors when they hold self-image goals, whereas those from more individualistic, lower power distance and lower uncertainty avoidance countries (Canada) would be more innovative when they are driven by compassionate goals. The results from moderated regression analyses on two independent samples – i.e., 291 Brazilian employees and 114 Canadian employees from different organizations – supported our predictions. We conclude that the organizational context and the country play a key, synergistic role in shaping costs and benefits of interpersonal goals for employee innovativeness.

本研究通过将组织环境和国家作为边界条件来考察人际目标（即自我形象和同情心目标）与创新工作行为之间的关系。通过将自我呈现理论与跨文化创新研究相结合，我们假设在高度创新支持的组织中，来自更集体主义、更高权力距离和更高不确定性规避的国家（巴西）的员工在持有自我形象目标，而那些来自更个人主义、权力距离更小和不确定性规避程度更低的国家（加拿大）在富有同情心的目标的推动下会更具创新性。对两个独立样本进行适度回归分析的结果——即，来自不同组织的 291 名巴西员工和 114 名加拿大员工支持我们的预测。我们得出的结论是，组织环境和国家在塑造员工创新的人际关系目标的成本和收益方面发挥着关键的协同作用。