两类领导反馈何以带来不同的员工创新绩效?趋近-回避理论框架下的一个整合型解释  

How can the two types of leaders′ feedback bring about different employee creative performance? An integrated explanation based on the approach-avoidance theory

作　　者：辛迅 刘婷婷 XIN Xun;LIU Tingting(Business School,Southwest University of Political Science and Law,Chongqing 401120,China)

机构地区：[1]西南政法大学商学院,重庆401120

出　　处：《管理工程学报》2025年第2期27-40,共14页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金青年项目(71902166);中国博士后科学基金项目(2018M643786XB);西南政法大学科研项目(2021XZNDYB-06)。

摘　　要：领导情境因素对于员工创新有着重要影响,领导积极反馈和消极反馈在影响员工创新绩效过程中发挥着不同作用。为在同一框架下揭示这种差异性作用,本文在趋近-回避理论框架下构建了两类领导反馈对员工创新绩效影响的综合模型,首先考察了员工趋近-回避工作重塑的平行中介作用,然后结合自我决定理论考察了员工的绩效趋近-回避目标导向在其中发挥的调节作用。通过对230名科技员工的三阶段数据分析,本文发现:领导积极反馈通过提升员工趋近型重塑促进员工创新绩效,领导消极反馈通过员工回避型重塑抑制员工创新绩效;绩效趋近目标导向在领导积极反馈通过趋近重塑影响创新绩效中具有互补效应,而绩效回避目标导向在领导消极反馈通过回避重塑影响创新绩效中具有强化效应。本文针对两类领导反馈影响创新绩效的差异作用给出了整合性的解释,打开了领导反馈影响创新的行为过程性“黑箱”,同时也为管理者如何审慎、合理利用两种领导反馈以促进员工创新提供一定启发。In the era of the knowledge-based economy,the enhancement of enterprise productivity,competitiveness,and work efficiency increasingly relies on the creativity of employees within the organization.Creative performance,as an embodiment of employee creativity in work effectiveness,can effectively drive overall organizational transformation and foster corporate innovation.Leaders′ feedback,which is the most common motivational tool used by leaders in daily management and an indispensable part of performance management,may play an important role in enhancing employee innovation.Nevertheless,the impact of positive and negative feedback from leaders on employees′ creative performance may differ.Revealing how leaders′ positive feedback and negative feedback affect employee creative performance within the same framework holds substantial importance in elucidating the differential effects of these two types of leader feedback.Such an exploration can enable the effective utilization and refinement of leaders′ feedback to foster employee innovation.The current research on the mechanisms of the impact of two types of leader feedback on creative performance mostly focuses on individual psychological and cognitive factors.However,there is a lack of understanding regarding whether and how employees proactively reshape their work after receiving leadership feedback.Empirical evidence suggests that the effectiveness of feedback arises from the behavioral changes exhibited by employees during their performance.Hence,we contend that directing attention towards employees′ behavioral changes in response to diverse feedback from leaders will enable a more comprehensive understanding of the substantive impact of leaders′ feedback on employees′ creative performance improvement.As a result,this approach will enrich and refine the research on the process through which leaders′ feedback operates.Recognizing this research gap and considering that the approach-avoidance theory can elucidate individuals′ behavioral responses

关 键 词：领导反馈 员工创新绩效 趋近型工作重塑 回避型工作重塑 绩效目标导向 

分 类 号：C93[经济管理—管理学]