羞愧还是愤怒:领导负面反馈对员工趋避行为的影响研究

Shame or Anger:Research on Influence of Leaders'Negative Feedback on Employees'Approach-avoidance Behavior

绩效反馈是员工任务及时完成与组织目标有效实现的前提,领导负面反馈能够及时准确指出问题所在,并告诉员工目前不足,因而是员工行为与绩效改进的关键,但领导负面反馈研究结论的不一致导致领导在绩效反馈方式的选择实践中无所适从。基于此,本研究基于情绪认知评价理论,构建被调节的中介作用模型,探究领导负面反馈对员工角色外行为的影响机制,同时考察机制发生的边界条件。本研究收集了207名员工以及32名主管配对的多时点数据,实证分析得出如下结论 :(1)员工羞愧在领导负面反馈与组织公民行为的正向关系之间起部分中介作用,而员工愤怒在领导负面反馈与反生产行为的正向关系中起部分中介作用;(2)领导-成员交换在领导负面反馈与员工羞愧情绪之间起正向调节作用,而在领导负面反馈与员工愤怒情绪之间起负向调节作用;(3)领导-成员交换正向调节领导负面反馈通过员工羞愧对组织公民行为的间接作用,而负向调节领导负面反馈通过员工愤怒对反生产行为的间接作用。因此,本研究不但丰富了离散情绪机制理论研究,同时为领导负面反馈方式选择的管理实践提供了理论依据与决策参考。

Performance feedback is the premise for the timely completion of employees'tasks and the effective realization of organizational goals.Notably,negative feedback of leaders offers a timely and precise diagnostic of issues,highlighting employees'current deficiencies.Therefore,it is the key to the improvement of employees'behavior and performance.However,the inconsistent conclusions of the negative feedback of leaders lead to them being at a loss in the selection of performance feedback methods.As such,according to the cognitive appraisal theory of emotion,this study aim to build a moderated mediation model to explore the influence mechanism of leaders'negative feedback on employees'extra-role behavior,and to examine the boundary conditions of the mechanism.Through the multi time point effective data tracking of 207 employees and 32 supervisors,the empirical analysis draws the following conclusions.Firstly,shame partially mediates the positive effect of leaders'negative feedback on organizational citizenship behavior,while anger partially mediates the positive effect of it on counterproductive work behavior.Secondly,leader-member exchange positively moderates the positive effect of leaders'negative feedback on shame,while it negatively moderates the positive effect of leaders'negative feedback on anger.Finally,leader-member exchange positively moderates the indirect effect of leaders'negative feedback on organizational citizenship behavior through shame,while negatively moderates the indirect effect of leaders'negative feedback on counterproductive work behavior through anger.Therefore,this study not only enriches the theoretical research of discrete emotion mechanism,but also provides theoretical basis and decision-making reference for the management practice of leaders'negative feedback mode selection.