上级发展性反馈与员工建言:情绪的中介作用及团队认同感的调节作用

The Effect of Supervisor Developmental Feedback on Employee Voice:Positive or Negative Emotions as Mediators and Team Identification as a Moderator

本研究从情绪的视角考察了员工的积极、消极情绪对上级发展性反馈与建言间的中介作用,以及员工的团队认同感对该关系的调节作用。研究结果表明:(1)上级发展性反馈与员工积极、消极情绪间显著正、负相关;(2)员工的积极和消极情绪能够中介上级发展性反馈与建言间的关系;(3)员工的团队认同感调节了上级发展性反馈与员工积极和消极情绪间的关系,具体来讲,员工的团队认同感越强,上级发展性反馈与员工积极和消极情绪的关系就越强,反之越弱;(4)员工的团队认同感调节了员工积极和消极情绪对上级发展性反馈与建言的中介作用,即:员工的团队认同感越强,上级发展性反馈通过员工积极和消极情绪对建言产生的作用就越强,反之越弱。最后,讨论了该研究的意义和不足以及未来的研究方向。

This study examines the mediating role of employees’ emotions and the moderating role of team identification on the relationship between supervisor developmental feedback and voice behavior. According to the statistical results,we find that( 1) supervisor developmental feedback positively relates to employee positive or negative emotions.( 2) Employee positive or negative emotions could completely mediate the relationship between supervisor developmental feedback and voice behavior.( 3) Employee team identification effectively moderates the relationship between supervisor developmental feedback and employee positive or negative emotions. Specifically speaking,the stronger the team identification is,the more significant the positive relationship between supervisor developmental feedback and positive emotions. On the contrary,the stronger the team identification is,the more significant the negative relationship between supervisor developmental feedback and negative emotions.( 4) Meanwhile,employee team identification moderates the mediating role of employee positive or negative emotions on the relationship between supervisor developmental feedback and voice behavior. A stronger sense of team identification could boost the positive effect of supervisor developmental feedback on voice behavior through positive or negative emotions. Ultimately,we discuss the theoretical and practical implications of this study and future research directions.