上级发展性反馈对员工主动变革行为的影响机理——情绪智力调节作用

The Influencing Mechanism of Supervisor Developmental Feedback on Employee Taking Charge Behavior

主动变革行为在推进组织变革、增强员工绩效、提高组织效能以及维系组织可持续发展上具有重要促进作用。实现员工从被动领导到主动创新的转变,自主作出有助于组织发展的变革行为成为管理者关注的焦点。基于社会交换理论和资源保存理论,本文考察了上级发展性反馈作用于主动变革行为的机理及理论边界。通过对成都、西安、重庆、杭州等城市335份领导与员工配对样本进行实证分析,结果表明:上级发展性反馈对于员工主动变革行为具有积极促进效应,工作嵌入在其中起到了部分中介作用,员工情绪智力对上述中介效应具有调节作用。因此,建议企业注重上级反馈的发展性,同时着力提高员工工作嵌入水平,健全情绪培育管控体系,并充分发挥员工情绪智力的价值和效用。

Active change behavior plays an important role in promoting organizational change,enhancing employee performance,improving organizational effectiveness,and maintaining the sustainable development of the organization.Realizing the transformation of employees from passive leadership to active innovation,and autonomously making changes that contribute to organizational development has become the focus of attention of managers.Based on the theories of social exchange and resource conservation,this research examines the mechanism and theoretical boundaries of the developmental feedback of superiors acting on active change behavior.The empirical analysis results of 335 matching samples of leaders and employees in Chengdu,Xi'an,Chongqing,Hangzhou and other cities show that developmental feedback from superiors has a positive effect on employees'active change behavior;job embedding plays a part of intermediary role;employees'emotional intelligence has a modulating effect on the above-mentioned intermediary effect.Therefore,it is recommended that companies pay attention to the development of superior feedback,and at the same time focus on improving the level of employee job embeddedness and improve the emotional cultivation and control system to give full play to the value and utility of employees'emotional intelligence.