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This paper aims to investigate the impact of employees’ Zhong-Yong (Doctrine of the Mean) thinking in Chinese traditional culture on their innovative behaviours, and also explore how person–organisation fit, including needs–supplies fit and demands–abilities fit, affects the influencing mechanism. To test the proposed model, we collect data from 351 Chinese employees in different industries through a questionnaire survey. Our empirical findings reveal that employees’ Zhong-Yong thinking is positively associated with their innovative behaviours. By providing empirical evidence of the moderating roles of needs–supplies fit and demands–abilities fit, our analysis results are remarkable for the person–organisation fit to the Zhong-Yong thinking on employees’ innovative behaviours. This research solves the controversial views brought up by prior literature with findings of a positive influence of employees’ Zhong-Yong thinking on their innovative behaviours. By exploring the moderating effect of person–organisation fit, we provide insights into how organisation matches with individuals can affect the efficacy of Zhong-Yong thinking on employees’ innovative behaviours.

How does employees’ Zhong-Yong thinking improve their innovative behaviours? The moderating role of person–organisation fit