暗中监控还是直接询问?高承诺工作系统对反馈寻求行为的影响研究

Silent Monitoring or Direct Inquiry? A Study on The Influence of High-Commitment Work Systems on Feedback Seeking Behavior

反馈寻求行为对改善员工工作表现、促进员工和组织长远发展有重要意义,当前关于其成因的研究多集中在个体特质和领导风格,缺乏对组织情境因素的探讨,更鲜见情境和个体要素的整合。此外,受特殊的面子文化影响,区分不同的反馈方式才更符合中国情境。鉴于此,本研究基于信息加工理论,依托398名企业员工的有效调查问卷,探讨员工感知的高承诺工作系统对不同策略反馈寻求行为的影响机制,构建并验证关系认同和工作意义感的双中介模型。结果表明:员工感知的高承诺工作系统与员工询问式反馈寻求行为及监控式反馈寻求行为正相关,关系认同和工作意义感在员工感知的高承诺工作系统对询问式反馈寻求行为的作用过程中发挥部分中介作用,在员工感知的高承诺工作系统对监控式反馈寻求行为的作用过程中发挥完全中介作用。

Feedback seeking behavior is of great significance for improving employee performance and promoting the long-term development of employees and the organization.Current research on the antecedents of this behavior mainly focuses on individual characteristics and leadership styles,overlooking the effect of contextual factors of the organization,especially the interaction of contextual and individual factors.In addition,because of the influence of'face'culture on Chinese employees,this research separates feedback seeking behavior into different types.Based on information processing theory and a survey of 398 employees,this article explores the mechanisms through which employee-perceived high-commitment work systems influence different strategies of employee feedback seeking behavior.A model including the dual mediators of relationship identification and meaning of work is built and tested.Results show that high-commitment work system is positively correlated with employees’inquiry feedback-seeking behavior and monitoring feedback-seeking behavior.Relationship identity and meaning of work partially mediate the relationship between high-commitment work systems and inquiry feedback seeking behavior,and fully mediate the relationship between high-commitment work systems and monitoring feedback seeking behavior.