上级发展性反馈何以激发员工主动变革——基于社会认知理论视角

当代财经 ›› 2022, Vol. 0 ›› Issue (8): 88-98.

上级发展性反馈何以激发员工主动变革——基于社会认知理论视角

孙柏鹏¹, 贾建锋¹, 许晟²

1.东北大学工商管理学院,辽宁沈阳 110169;
2.江西农业大学经济管理学院,江西南昌 330045

收稿日期:2021-11-22 修回日期:2022-06-12 出版日期:2022-08-15 发布日期:2022-09-09
通讯作者: 贾建锋,东北大学教授,博士,主要从事组织行为与人力资源管理、创新创业管理研究,联系方式jfjia@mail.neu.edu.cn。
作者简介:孙柏鹏,东北大学博士研究生,主要从事组织行为与人力资源管理研究;许晟,江西农业大学教授,博士,主要从事人力资源与职教培训研究。
基金资助:
国家自然科学基金面上项目“追随力视角下领导者和追随者互动的影响机制研究”（71972032）; 教育部中央高校基本科研业务费资助优秀青年科技人才培育项目“中国情境下领导者和追随者的互动：多元视角的审视”（N2006005）; 国家自然科学基金项目“中国组织情境下员工退缩行为的诱因：一项追踪研究”（72062018）

How Canthe Developmental Feedback of the Superior Motivate Employees to Take Changes? From the Perspective of Social Cognitive Theory

SUN Bai-peng¹, JIA Jian-feng¹, XU Sheng²

1. Northeastern University, Shenyang 110169;
2. Jiangxi Agricultural University, Nanchang 330045, China

Received:2021-11-22 Revised:2022-06-12 Online:2022-08-15 Published:2022-09-09

摘要/Abstract

摘要： 在“VUCA”时代下,组织如何激发员工主动变革日趋迫切。然而,作为组织中常用的激励策略和行为纠正工具,领导反馈如何影响员工主动变革行为尚需进一步明晰。基于社会认知理论,引入组织认同和组织地位感知作为中介、领导组织化身作为调节,探讨上级发展性反馈对员工主动变革行为的内在作用机制和边界。通过对317名员工的调查数据进行阶层回归分析和Bootstrap分析,结果表明：第一,上级发展性反馈正向影响员工主动变革行为;第二,组织认同和组织地位感知部分中介上级发展性反馈对员工主动变革行为的影响;第三,领导组织化身正向调节上级发展性反馈与组织认同和组织地位感知之间的关系,以及上级发展性反馈通过组织认同、组织地位感知影响员工主动变革行为的间接路径。

关键词: 上级发展性反馈, 领导组织化身, 组织认同, 组织地位感知, 主动变革行为

Abstract: In the era of“VUCA”, it has become an urgent issue for organizations to explore how to motivate employees toactively take changes. However, as an incentive strategy and behavior correction tool commonly used in organizations, it need to clarify how leaders’ feedback can affect employees to take change actively. Based on the social cognitive theory, this research introduces the organizational identification and the organizational status as the intermediary agent and the leaders’ organizational embodiment as the adjustor to explore the internal action mechanism and the boundary of the development feedback from the superiors on the employees’ active changing behaviors. Through a stratum regression analysis and a Bootstrap analysis with the survey data of 317 employees, it is found that, firstly, the development feedback from the superiors has a positive impact on the employees’ active changing behavior; secondly, the organizational identification and the organizational status perception can partly mediate the effect of the development feedback from the superiors on the employees’ active changing behavior; thirdly, the leaders’ organizational embodiment can positively mediate the relationship between the development feedback from the superiors and the organizational identification and the organizational status perception, as well as the indirect path of the development feedback from the superiors affecting the employees’ active changing behaviors through the organizational identification and the perceived organizational status.

Key words: developmental feedback of the superior, leaders’ organizational embodiment;, organizational identification, perceived organizational status, active charging behavior

中图分类号:

F272.92

孙柏鹏, 贾建锋, 许晟. 上级发展性反馈何以激发员工主动变革——基于社会认知理论视角[J]. 当代财经, 2022, 0(8): 88-98.

SUN Bai-peng, JIA Jian-feng, XU Sheng. How Canthe Developmental Feedback of the Superior Motivate Employees to Take Changes? From the Perspective of Social Cognitive Theory[J]. Contemporary Finance & Economics, 2022, 0(8): 88-98.

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