The Impact Of Empowering Leadership On Employees' Feedback-seeking Behavior

Organizational managers always pay attention to feedback,because the feedback in a certain extent can improve the efficiency of management and organization performance.Although in today's enterprise one-way feedback from top to bottom are especially popular,its effect is not enough to support the needs of rapid development of organizations.The staff takes initiative bottom-up feedback-seeking behaviors which can significantly enhance and improve the performance of individuals and organizations.How to promote and how to effectively promote employee's initiative feedback-seeking behaviors should become the focuses of every enterprise.The staff's initiative feedback-seeking behaviors are influenced by many factors,so the foreign academic circles have paid great attention to this topic,and domestic academic circles have begun to focus on the staff's active feedback-seeking behaviors in recent years.As a primary source of feedback,how the leadership influences the staff's feedback-seeking behaviors naturally becomes the widely discussed topic of domestic and foreign scholars.In the Internet plus era,empowering leadership has attracted much attention from academic circles and enterprises,foreign studies have confirmed that leaders' empowering behaviors have a significant impact on employee feedback-seeking behaviors,and the current domestic academic circles have also explored the relationship between them,but the inherent mechanism of the relationship between them still needs further analysis.First,the existing domestic researches on the initiative inquiry are insufficient,however,the initiative inquiry can more effectively promote the performance of individuals and organizations.Secondly,most of the existing domestic researches took the general self-efficacy as intermediary variable to study the mechanism of the relationship between empowering leadership and employees' feedback-seeking behaviors,but the role breadth self-efficacy can more effectively promote the initiative behaviors of employees,so we take it as the intermediary variable to explore the mechanism of the relationship between empowering leadership and employees' feedback-seeking behaviors,which can be more targeted.Therefore,this paper will discuss,in the China scenario,the impact of empowering leadership on employees' feedback-seeking behaviors(including inquiry and monitoring)and introduce the role breadth self-efficacy as mediation variable to study the mediating mechanism,in order to enrich the existing researches about feedback-seeking,and can provide valuable suggestions for the enterprises.This study adopts the method of theoretical research and empirical analysis.First of all,this research gives a representation and literature summary about empowering leadership,role breadth self-efficacy,feedback-seeking,and puts forward the hypothesis and model.Secondly,according to the collected data,using the related software to process and analysis data,and getting the results.Finally,verifying the hypothesis and obtaining the final conclusions,giving advice to the enterprise managers.The research conclusion is mainly including:Firstly,there is a very significant correlation between empowering leadership and employees'feedback-seeking behaviors,which empowering leadership has significantly positive impact on three dimensions of employees' feedback-seeking behaviors(inquiry from colleagues,inquiry from supervisors,monitoring).Secondly there is a very significant correlation between role breadth self-efficacy and employees'feedback-seeking behaviors,which role breadth self-efficacy has significantly positive impact on three dimensions of employees' feedback-seeking behaviors(inquiry from colleagues,inquiry from supervisors,monitoring).Thirdly.Role breadth self-efficacy plays an intermediary role in the relationship between empowering leadership and employees' feedback-seeking behavior including the two dimensions of feedback-seeking behaviors(inquiry from colleagues,inquiry from supervisors),but not including another dimension(monitoring).The main innovation of this study mainly includes the following two points:Firstly,under the background of new era.the model includes the direct inquiry and indirect monitoring,exploring domestic knowledge workers' feedback-seeking strategies,I try to enrich the feedback-seeking researches.Secondly,by introducing role breadth self-efficacy,constructing the model of empowering leadership,role breadth self-efficacy and the employee's feedback-seeking behaviors,exposing the path of empowering leadership's specific impact on employees' feedback seeking behaviors,in a certain extent expanding the relevant theoretical researches.