Based on the theories of social comparison and social exchange，this study explores how organizational support and employment identity diversity affect employee innovative behavior through perceived insider status． The results show that perceived insider status mediates the relationship between organizational support and employee innovative behavior and employment identity diversity moderates not only the linkage of organizational support and perceived insider status but also the linkage of perceived insider status and employee innovative behavior negatively，which contribute to theory and practice by throwing a new light upon such issue as “why more organizational supports cannot drive more employee innovative behaviors”and making clear how organizational support and employee relationship management can drive employees’innovative behavior and improve organizational effectiveness．