上级发展性反馈对新员工绩效的影响:内部人身份感知和核心自我评价的作用机制  

Supervisor Developmental Feedback and New Employees'Performance:The Role of Perceived Insider Status and Core Self-Evaluation

作　　者：赵申苒 赵君哲 王明辉[2] 赵国祥[2] Zhao Shenran;Zhao Junzhe;Wang Minghui;Zhao Guoxiang(Traditional Chinese Medicine,Henan University of Chinese Medicine,Zhengzhou 450046;School of Psychology,Henan University,Kaifeng 475004)

机构地区：[1]河南中医药大学中医学院,郑州450046 [2]河南大学心理学院,开封475004

出　　处：《心理科学》2024年第3期657-663,共7页Journal of Psychological Science

基　　金：国家社科基金项目(20BGL138)的资助。

摘　　要：基于资源保存理论,本研究探讨了上级发展性反馈对新员工任务绩效和工作主动性的影响机制以及核心自我评价的调节作用。通过对3个时间点领导者—员工配对数据进行分析,结果表明:上级发展性反馈能够促进新员工的内部人身份感知,进一步提高任务绩效和工作主动性;核心自我评价在上述路径中起调节作用,对于高核心自我评价的新员工而言,上级发展性反馈通过内部人身份感知对任务绩效和工作主动性产生的积极影响更强。As employees change jobs more frequently and the cost of replacing employees increases,understanding and managing the socialization process will provide organizations with a competitive advantage.Thus,how to effectively retain human resources is still a major issue of concern.Especially for new employees,the transition to a new job or role is inherently challenging and stressful.Adequate resources are effective for new employees’adjustment and successful socialization.As an important resource holder,managers can foster the speed of new employees’adaptation by providing supporting resources.Supervisor developmental feedback refers to the useful information provided by the supervisor to enable the employee to learn,develop,and improve their work,and to improve the employee’s work attitude and behavior.Based on the resource conservation theory,this study introduced supervisor developmental feedback into the special context of organizational socialization and characterized task performance and work initiative as the result of organizational socialization.Meanwhile,it developed the mediating mechanism of perceived insider status between supervisor developmental feedback and organizational socialization outcome.To further examine the positive meanings of supervisor developmental feedback to organizational socialization,this study explored a boundary condition of this association in order to understand the contexts under which the strength of this relationship may vary.In this study,we collected data from enterprises in Shanghai,Beijing,and Guangdong Province,mainly in service and manufacturing industries.Based on the three-wave data from 172 leader-employee dyads,we tested the hypothesis through data analysis by SPSS and MPLUS.The results showed that the supervisor developmental feedback can promote the new employee to form the perceived insider status,thus further improving the new employee's task performance and work proactivity.Core self-evaluation positively moderated the indirect effect of supervisor develop

关 键 词：上级发展性反馈 内部人身份感知 任务绩效 工作主动性 核心自我评价 

分 类 号：F272.92[经济管理—企业管理]