An Analysis Of Leadership Styles’ Impacts On The Feedback Seeking Behaviors Of Knowledge Worker

Feedback has always been regarded as an effective means to improve management effectiveness and organizational performance by managers of organizations. Although in the enterprise one-way feedback from leadership to staff is very common, its effect does not meet the requirements of rapid development of organizations. The bottom-up feedback seeking behaviors from employees will promote those effects of individual and organizational performance. However, with it affected by many factors, the feedback seeking behaviors has long been the focus topic of academic circles abroad, which have just become the hot topic in China. The styles of leadership, whose impacts are important variables to employees working attitude and behavior, naturally have become focus to scholars. Although the existing research of leadership styles have been proved to have significant impacts on feedback seeking behaviors of ordinary employees, will leadership styles exert great impacts on knowledge staff who are special groups with strong independence and autonomy? How are such effects? No corresponding proofs could be found so that the impacts on knowledge staff from leadership styles have been the focused topic of this thesis. In addition, could employee’s psychological ownership of the organization, which is the most obvious psychological variables to the impacts of employees working attitude and behavior, play a regulatory role between the leadership style and the feedback seeking behaviors of knowledge staff? Due to lack of relating literary in this area, this thesis will analyze how the psychological ownership work between leadership styles and feedback seeking behaviors.The research employs the method of theoretical analysis and example illustration. At first, the author gives an analysis and representation of the existing literature. Based on Transactiona-Transformation Leadership theory and psychological ownership theory, the author puts forward the research hypothesis and tries to formulate the theoretical mode. Moreover, the relevant data are collected from the knowledge staffs in manufacturing enterprises by questionnaire survey. After that, the data are analyzed by corresponding data analyzing methods in order to get the results. At last, the research hypothesis is verified and the research conclusion is obtained. Some corresponding suggestions are put forward in dealing with the practical management and expectations on the future theoretical research direction.The research conclusion is mainly consists of :(1)Main effect aspect, the leadership style greatly influence the feedback seeing of knowledge staffs. Transactional Leadership has great negative influence on the feedback seeking of knowledge staffs in two dimensions(both in direct questioning feedback seeing behavior and indirect observational feedback seeing behavior). Transformation Leadership has great positive influence on the feedback seeking of knowledge staffs in two dimensions(both in direct questioning feedback seeing behavior and indirect observational feedback seeing behavior).(2) Regulatory effect aspect, knowledge staffs play the role of regulatory effect on the Psychological Ownership of organizations between transactional leadership and Feedback-Seeking Behavior,Also knowledge staffs play the role of regulatory effect on the Psychological Ownership of organizations between transformation leadership and indirect observational Feedback-Seeking Behavior.