Abstract
This paper examines how employee’s self-efficacy affects his or her expected positive performance outcome (EPPO)and innovative behavior, and the role of team conflict management styles, namely cooperative and competitive conflict management style, on the relationship between employees’ EPPO and their innovative behavior and also its direct impact on team performance. Data was collected from 391 employees comprising 104 teams. Hypotheses were tested with both hierarchical linear modeling (HLM) and regression analyses. At the individual level, results support the relationships between self-efficacy, EPPO, and innovative behavior. In addition, EPPO partially mediates the relationship between self-efficacy and innovative behavior. At the group level, results indicate that team’s cooperative conflict style is positively related to team performance. The results also show that team conflict management style moderates the relationship between employees’ EPPO and innovative behavior. Keywords: self-efficacy, expected positive performance outcomes, innovative behavior, conflict management style, team performance