Impact of supervisor developmental feedback on employee innovative behavior: roles of psychological safety and face orientation

IF 3.1 4区 管理学 Q2 MANAGEMENT
Liling Cai, Zengrui Xiao, Xiaofen Ji
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引用次数: 1

Abstract

PurposeDrawing on social cognitive theory, this study aims to examine the relationship between supervisor developmental feedback and employee innovative behavior, incorporating with the mediating role of psychological safety and the moderating role of face orientation.Design/methodology/approachA survey was conducted in 15 manufacturing companies in China. The participants comprised 302 employees. Hierarchical regression analysis was used to test the hypotheses. The mediating effects and the moderated mediating effects are further examined with bias-corrected bootstrapping method.FindingsSupervisor developmental feedback has a positive effect on employee innovative behavior through psychological safety, and this mediating effect is weakened by protective face orientation (fear of losing face), while the moderating effect of acquisitive face orientation (desire to gain face) is not significant.Practical implicationsOrganizations should create a development-oriented and safe innovation atmosphere for employees. In addition, leaders should adopt differentiated feedback and communication methods according to subordinates' face orientation.Originality/valueThe study has demonstrated the positive effect of supervisor developmental feedback on employee innovative behavior, which is different from previous studies on performance feedback and leadership types. Meanwhile, this study has also explored the mediating effect of psychological safety and the moderating effect of face orientation, which provides more insights on the mechanism and boundary conditions of the effect of supervisor developmental feedback.
主管发展反馈对员工创新行为的影响:心理安全和面子取向的作用
目的运用社会认知理论,结合心理安全的中介作用和面子取向的调节作用,考察主管发展反馈与员工创新行为之间的关系。设计/方法/方法对中国15家制造企业进行了调查。参与者包括302名员工。采用层次回归分析对假设进行检验。用偏差校正的自举方法进一步检验了中介效应和调节的中介效应。FindingsSupervisor发展反馈通过心理安全对员工创新行为产生正向影响,这种中介作用被保护性面子取向(害怕丢脸)削弱,而获得性面子取向的调节作用(渴望面子)不显著。实践意义组织应为员工创造一个以发展为导向、安全创新的氛围。此外,领导者应根据下属的面子取向,采取差异化的反馈和沟通方式。创新性/价值本研究表明,主管发展反馈对员工创新行为具有积极影响,这与以往关于绩效反馈和领导类型的研究不同。同时,本研究还探讨了心理安全的中介作用和面孔定向的调节作用,为主管发展反馈作用的机制和边界条件提供了更多的见解。
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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