摘要
"反馈"是上级与下属互动沟通的重要方式,不仅有助于促进上级对下属工作的监管,还能够帮助员工修正工作行为。基于社会交换理论,从上级反馈提供与下属反馈寻求双向视角出发,对265名在职员工进行问卷调查,研究结果显示:(1)上级发展性反馈有助于促进下属的反馈寻求行为和变革行为;(2)积极主动寻求反馈的下属会倾向于表现出更多的变革行为,并且下属反馈寻求在上级发展性反馈与员工变革行为之间起着显著的中介作用;(3)工作年限在"上级发展性反馈—下属反馈寻求—员工变革行为"中介模型的第一阶段起着显著正向调节作用,即工作年限越长,上级发展性反馈对下属反馈寻求的影响作用越强;而在直接效应和第二阶段起着显著负向调节作用,即工作年限越短,上级发展性反馈对员工变革行为的影响作用越强,下属反馈寻求对员工变革行为的影响作用越强。
＇Feedback＇ is an important way for superiors and subordinates to communicate interactively. It not only promotes a higher level of supervision for subordinates, but also helps employees to revise their work behaviors in order to improve job performance. Thus, this study conducted a questionnaire survey of 265 employees, from the superior developmental feedback and feedback seeking perspectives. The research results showed： （1） Supervisor developmental feedback has positive effects on subordinate feedback seeking and subordinate change-supportive behavior; （2） Subordinates who seek feedback proactively will be more inclined to show change-supportive behavior. And subordinate feedback seeking mediates the positive relationship between supervisor developmental feedback and subordinate change-supportive behavior; （3） Work years moderates the positive relationships between supervisor developmental feedback, subordinate feedback seeking, and subordinate change-supportive behavior. Separately, in the first stage, work years moderates the relationship between supervisor developmental feedback and subordinate feedback seeking positively; in the second stage, work years moderates both the relationships between supervisor developmental feedback and subordinate change-supportive behavior, subordinate feedback seeking and subordinate change-supportive behavior negatively.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2016年第12期136-148,共13页
Science of Science and Management of S.& T.
基金
广东省软科学重点项目(2014A070702002)
广东省创新型企业院线提升计划项目(2013B070303001)
2014年"广东特支计划"宣传思想文化领军人才(粤人才办【2015】8号)
关键词
员工变革行为
上级发展性反馈
下属反馈寻求
工作年限
总效应调节模型
subordinate change-supportive behavior
supervisor developmental feedback
subordinate feedback seeking
working years
total effect moderation model
作者简介
张振刚（1963-），男，广东南海人，华南理工大学工商管理学院教授，博士，研究方向：技术创新管理、教育经济与管理、知识管理、区域发展战略。
通信作者：李云健，23366418@qq．com
