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

摘要/Abstract

摘要：

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。

关键词: 反馈, 情绪, 建言, 认同感

Abstract:

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.

Key words: supervisor developmental feedback, positive or negative emotions, voice, team identification

隋杨, 张悦, 陈琴. 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[J]. , 2019, 31(11): 161-170.

Sui Yang, Zhang Yue, Chen Qin. Positive or Negative Emotions as Mediators and Team Identification as a Moderator[J]. , 2019, 31(11): 161-170.

参考文献

[1] Lebel R. D. Overcoming the Fear Factor:How Perceptions of Supervisor Openness Lead Employees to Speak up When Fearing External Threat[J]. Organizational Behavior and Human Decision Processes, 2016,135(7):10-21
[2] Liu W., Tangirala S., Ramanujam R. The Relational Antecedents of Voice Targeted at Different Leaders[J]. Journal of Applied Psychology, 2013,98(5):841-851
[3] McClean E. J., Burris E. R., Detert J. R. When Does Voice Lead to Exit?It Depends on Leadership[J]. Academy of Management Journal, 2013,56(2):525-548
[4] Li Y., Sun J. M. Traditional Chinese Leadership and Employee Voice Behavior:A Cross-Level Examination[J]. The Leadership Quarterly, 2015,26(2):172-189
[5] 郭云,廖建桥.上级发展性反馈对员工工作绩效的作用机理研究[J].管理科学, 2014, 27(1):99-108
[6] Morrison E. W. Employee Voice Behavior:Integration and Directions for Future Research[J]. Academy of Management Annals, 2011,5(1):373-412
[7] Saunders D. M., Sheppard B. H., Knight V., et al. Employee Voice to Supervisors[J]. Employee Responsibilities&Rights Journal, 1992,5(3):241-259
[8] Hattie J., Timperley H. The Power of Feedback[J]. Review of Educational Research, 2007,77(1):81-112
[9] Zhou J. When the Presence of Creative Coworkers is Related to Creativity:Role of Supervisor Close Monitoring, Developmental Feedback, and Creative Personality[J]. Journal of Applied Psychology, 2003,88(3):413-422
[10] Zhou J., George J. M. When Job Dissatisfaction Leads to Creativity:Encouraging the Expression of Voice[J]. Academy of Management Journal, 2001,44(4):682-696
[11] Li N., Harris T. B., Boswell W. R., et al. The Role of Organizational Insiders'Developmental Feedback and Proactive Personality on Newcomers'Performance:An Interactionist Perspective[J]. Journal of Applied Psychology, 2011,96(6):1317-1327
[12] Schwarz N., Clore G. L. Feelings and Phenomenal Experiences[M]//Higgins E. T., Kruglanski A. W. Social Psychology:Handbook of Basic Principles, New York:The Guilford Press, 2007
[13] Watson D., Clark L. A., Tellegen A. Development and Validation of Brief Measures of Positive and Negative Affect:The PANAS Scales[J]. Journal of Personality and Social Psychology, 1988,54(6):1063-1070
[14] Diener E., Emmons R. A. The Independence of Positive and Negative Affect[J]. Journal of Personality and Social Psychology, 1984,47(5):1105-1117
[15] Mitchell R. L. C., Phillips L. H. The Psychological, Neurochemical and Functional Neuroanatomical Mediators of the Effects of Positive and Negative Mood on Executive Functions[J]. Neuropsychologia, 2007,45(4):617-629
[16] Weiss H. M., Cropanzano R. Affective Events Theory:A Theoretical Discussion of the Structure, Causes and Consequences of Affective Experiences at Work[J]. Research in Organizational Behavior:An Annual Series of Analytical Essays and Critical Reviews, 1996,18(1):1-74
[17] Bono J. E., Glomb T. M., Shen W., et al. Building Positive Resources:Effects of Positive Events and Positive Reflection on Work Stress and Health[J]. Academy of Management Journal, 2013,56(6):1601-1627
[18] Conroy S. A., Becker W. J., Menges J. I. The Meaning of My Feelings Depends on Who I am:Work-Related Identifications Shape Emotion Effects in Organizations[J]. Academy of Management Journal, 2017,60(3):1071-1093
[19] George J. M., Zhou J. Dual Tuning in a Supportive Context:Joint Contributions of Positive Mood, Negative Mood, and Supervisory Behaviors to Employee Creativity[J]. Academy of Management Journal, 2007,50(3):605-622
[20] Pearsall M. J., Venkataramani V. Overcoming Asymmetric Goals in Teams:The Interactive Roles of Team Learning Orientation and Team Identification[J]. Journal of Applied Psychology, 2015,100(3):735-748
[21] Knippenberg D. V., Hogg M. A. A Social Identity Model of Leadership Effectiveness in Organizations[J]. Research in Organizational Behavior, 2003,25(25):243-295
[22] 梁永奕,严鸣,储小平.多团队情境下领导团队代表性的"双刃剑"效应[J].心理学报, 2018,50(1):58-68
[23] 郭玮,李燕萍,杜旌,等.多层次导向的真实型领导对员工与团队创新的影响机制研究[J].南开管理评论, 2012,15(3):51-60
[24] Liu D., Chen X. P., Yao X. From Autonomy to Creativity:A Multilevel Investigation of the Mediating Role of Harmonious Passion[J]. Journal of Applied Psychology, 2011,96(2):294-309
[25] Burris E. R., Detert J. R., Chiaburu D. S. Quitting before Leaving:The Mediating Effects of Psychological Attachment and Detachment on Voice[J]. Journal of Applied Psychology, 2008,93(4):912-922
[26] Burris E. R. The Risks and Rewards of Speaking up:Managerial Responses to Employee Voice[J]. Academy of Management Journal, 2012,55(4):851-875
[27] Grant A. M. Rocking the Boat but Keeping It Steady:The Role of Emotion Regulation in Employee Voice[J]. Academy of Management Journal, 2013,56(6):1703-1723
[28] Ilies R., Judge T. A. Goal Regulation across Time:The Effects of Feedback and Affect[J]. Journal of Applied Psychology, 2005,90(3):453-467
[29] Song M., Moss S. E., Gok K. Antecedents and Consequences of Feedback Avoiding Behavior[C]. Academy of Management, 2013
[30] Rolison J. J., Evans J. S. B. T., Dennis I., et al. Dual-Processes in Learning and Judgment:Evidence from the Multiple Cue Probability Learning Paradigm[J]. Organizational Behavior and Human Decision Processes, 2012,118(2):189-202
[31] Zheng X., Diaz I., Jing Y., et al. Positive and Negative Supervisor Developmental Feedback and Task-Performance[J]. Leadership and Organization Development Journal, 2015,36(2):212-232
[32] 宋萌,王震.领导发展性反馈对下属反馈规避行为的影响[J].管理学报, 2015,12(12):1773-1779
[33] Ashkanasy N. M., Humphrey R. H., Huy Q. N. Integrating Emotions and Affect in Theories of Management[J]. Academy of Management Review, 2017,42(2):175-189
[34] Edwards M., Ashkanasy N. M., Gardner J. Deciding to Speak up or to Remain Silent Following Observed Wrongdoing:The Role of Discrete Emotions and Climate of Silence[M]//Greenberg J., Edwards M. Voice&Silence in Organizations, Bingley, UK:Emerald Group Publishing, 2009
[35] Wang Q., Weng Q., McElroy J. C., et al. Organizational Career Growth and Subsequent Voice Behavior:The Role of Affective Commitment and Gender[J]. Journal of Vocational Behavior, 2014,84(3):431-441
[36] Bless H., Bohner G., Schwarz N., et al. Mood and Persuasion:A Cognitive Response Analysis[J]. Personality and Social Psychology Bulletin, 1990,16(2):331-345
[37] De Dreu C. K. W., Baas M., Nijstad B. A. Hedonic Tone and Activation Level in the Mood-Creativity Link:Toward a Dual Pathway to Creativity Model[J]. Journal of Personality and Social Psychology, 2008,94(5):739-756
[38] Mittal V. V., Ross W. T. The Impact of Positive and Negative Affect and Issue Framing on Issue Interpretation and Risk Taking[J]. Organizational Behavior and Human Decision Processes, 1998,76(3):298-324
[39] Hülsheger U. R., Alberts H. J., Feinholdt A., et al. Benefits of Mindfulness at Work:The Role of Mindfulness in Emotion Regulation, Emotional Exhaustion, and Job Satisfaction[J]. Journal of Applied Psychology, 2013,98(2):310-325
[40] Hu X., Kaplan S. Is "Feeling Good" Good Enough?Differentiating Discrete Positive Emotions at Work[J]. Journal of Organizational Behavior, 2015,36(1):39-58
[41] Liu W., Song Z., Li X., et al. Why and When Leaders'Affective States Influence Employee Upward Voice[J]. Academy of Management Journal, 2017,60(1):238-263
[42] Tiedens L. Z. Anger and Advancement versus Sadness and Subjugation:The Effect of Negative Emotion Expressions on Social Status Conferral[J]. Journal of Personality and Social Psychology, 2001,80(1):86-94
[43] Toegel G., Kilduff M., Anand N. Emotion Helping by Managers:An Emergent Understanding of Discrepant Role Expectations and Outcomes[J]. Academy of Management Journal, 2013,56(2):334-357
[44] Ilies R., Peng A. C., Savani K., et al. Guilty and Helpful:An Emotion-Based Reparatory Model of Voluntary Work Behavior[J]. Journal of Applied Psychology, 2013,98(6):1051-1059
[45] Olkkonen M. E., Lipponen J. Relationships between Organizational Justice, Identification with Organization and Work Unit, and Group-Related Outcomes[J]. Organizational Behavior and Human Decision Processes, 2006,100(2):202-215
[46] Podsakoff P. M., Farh J. L. Effects of Feedback Sign and Credibility on Goal Setting and Task Performance[J]. Organizational Behavior and Human Decision Processes, 1989,44(1):45-67
[47] 张璇,龙立荣,夏冉.心理契约破裂与破坏性建言:自我损耗的视角[J].管理科学, 2017,30(3):3-13
[48] Zenger T. R., Lawrence B. S. Organizational Demography:The Differential Effects of Age and Tenure Distributions on Technical Communication[J]. Academy of Management Journal, 1989,32(2):353-376
[49] Graen G. B., Uhl-Bien M. Relationship-Based Approach to Leadership:Development of Leader-Member Exchange (LMX) Theory of Leadership over 25 Years:Applying a Multi-Level Multi-Domain Perspective[J]. The Leadership Quarterly, 1995,6(2):219-247
[50] Eisenberger R., Huntington R., Hutchison S., et al. Perceived Organizational Support[J]. Journal of Applied Psychology, 1986,71(3):500-507
[51] Van Der Vegt G. S., Van De Vliert E., Oosterhof A. Informational Dissimilarity and Organizational Citizenship Behavior:The Role of Intrateam Interdependence and Team Identification[J]. Academy of Management Journal, 2003,46(6):715-727
[52] Podsakoff N. P. Common Method Biases in Behavioral Research:A Critical Review of the Literature and Recommended Remedies[J]. Journal of Applied Psychology, 2003,88(5):879-903
[53] Preacher K. J., Hayes A. F. Asymptotic and Resampling Strategies for Assessing and Comparing Indirect Effects in Multiple Mediator Models[J]. Behavior Research Methods, 2008,40(3):879-891
[54] Preacher K. J., Rucker D. D., Hayes A. F. Addressing Moderated Mediation Hypotheses:Theory, Methods, and Prescriptions[J]. Multivariate Behavioral Research, 2007,42(1):185-227
[55] Bolger N., Stadler G., Laurenceau J.-P. Power Analysis for Intensive Longitudinal Studies[M]//Mehl M. R., Conner T. S. Handbook of Research Methods for Studying Daily Life, New York:Guilford, 2011 The Effect of Supervisor Developmental Feedback on Employee Voice: