| For modern enterprises with a flat structure and a flexible staffing,good communication is an important guarantee for organization's effective operation.As an important form of communication,feedback has considerate impact on employee's job and organization's development.Feedback avoidance behavior prevented employees who have showed bad performance from seeking feedback from their leader,and thus,they can't obtain favorable information and resources which could help to improve their work.This negative employee behavior has seriously affected the effectiveness of supervisor-subordinate communication,that is urgent to draw the attention of organization's management.As a new kind of leadership,humble leadership emphasize more attention and more respect on the subordinate,showing the human side of leadership.In Chinese traditional culture,authoritarian leadership emphasizes hierarchy and precedence,as well as power-distance.Humble leadership is different from that.The previous studies have found that humble leadership has positive influence on the employee.Therefore,in the Chinese context,whether the negative employee behavior-feedback avoidance behavior could be influenced by humble leadership,how the influence works and what the mechanism is,all of these are of significant research meaning,deserving further exploration and analysis.Employees with high level of perceived insider status have greater loyalty,tend to emphasize collective interest,hold stronger sense of belonging and responsibility.Accept feedback can help to improve employees' work when they have bad performance,which has positive impact on both the employee and the organization.Considering that leaders' behavior could affect employees' cognition of employee-organization relationship,and then employees' cognition of employee-organization relationship could influence employees' behavior.After an overall literature review and an induction of logic relationship among variables,the thesis decide to make the variable-perceived insider status as intermediate variable,discussing the relationship between humble leadership and employees' feedback avoidance behavior.By the means of questionnaire survey,using SPSS20.0 statistical analysis tools for factor analysis and regression analysis,the author has got the following main conclusions:(1)humble leadership has significant negative effect on employees' feedback avoidance behavior.(2)humble leadership will enhance employees' perceived insider status.(3)employees with a high level of perceived insider status are less likely to perform feedback avoidance behavior.(4)perceived insider status plays a role of intermediate variable between humble leadership and employees' feedback avoidance behavior.This thesis build a relational model among humble leadership,perceived insider status and employees'feedback avoidance behavior.With empirical method,the author eventually obtained above conclusions.To some degree,this thesis could expand related research of humble leadership and employees' feedback avoidance behavior.There are two aspects of innovation of this paper:(1)As a new kind of leadership,the relevant study of humble leadership is at the preliminary stage.This paper takes humble leadership as an independent variable,exploring its impact on employees' negative behavior,which extending the research of the result variable of humble leadership.It useful in understanding the meaning of humble leadership and enriching corresponding theories.(2)This paper expands the study of antecedent variable of feedback avoidance behavior from the situational level.Previous study of affecting factors of feedback avoidance has showed inadequate research on leadership elements.This paper proves that humble leadership has negative effect on employees' feedback avoidance behavior,verifying perceived insider status as a mediator.It extending the study of affecting factors and relevant functionary mechanism of employees' feedback avoidance behavior. |
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