摘要
基于社会信息加工理论和反馈寻求成本-收益视角,以333名企业员工为研究对象,考察了领导发展性反馈对下属反馈规避行为的影响机制及边界条件。研究结果表明,领导发展性反馈对下属反馈规避行为有显著负向影响;下属学习目标导向在二者之间具有部分中介作用;组织的发展性绩效考核导向在二者之间具有正向调节作用。研究结果首次从领导者反馈视角探索了反馈规避行为的影响因素和诱发机制,为组织实践进行干预管理提供了理论指导。
Using information processing theory and perceived cost-perceived value analysis as the overarching framework, the study explored the influencing mechanism of supervisor developmental feedback on follower feedback avoidance behavior （FAB）. Results in a sample of 333 employees revealed that： （1） Supervisor developmental feedback was negatively correlated with follower FAB; （2） follower learning goal orientation was found to partially mediate the association of supervisor develop- mental feedback with follower FAB~ （3） Perceived organizational developmental performance apprais- al orientation moderated the relationship that supervisor developmental feedback was more negatively linked to FAB in organizations with high developmental performance orientation. The study is the first effort to explore the determinants of FAB from the perspective of supervisor developmental feed- back, which can provide necessary theoretical guidance for management intervention in organizations.
出处
《管理学报》
CSSCI
北大核心
2015年第12期1773-1779,共7页
Chinese Journal of Management
基金
国家自然科学基金资助项目(71302129)
教育部人文社会科学基金资助项目(13YJC630176)
中国博士后科学基金资助项目(2015M570913)
北京市自然科学基金资助项目(9144035)
北京市教育委员会科研专款资助项目(011000546615003)
关键词
领导发展性反馈
学习目标导向
组织发展性绩效考核导向
反馈规避行为
supervisor developmental feedback
learning goal orientation
organizational developmental performance appraisal orientation
feedback avoidance behavior
