Study On The Influence Of Supervisor Developmental Feedback On Knowledge Transfer Performance Within The Organization

The human society in the 21 st century has already entered an era led by knowledge.Knowledge has become the enterprise gain competitive advantage of key resources.To some degree,the competition between the enterprises is the talent competition and knowledge competition.Knowledge management and knowledge transfer have become two important parts of enterprise management.Improving knowledge transfer performance has become the basis for many enterprises to build key competitive advantages.In recent years,many scholars and knowledge management implementers are increasingly focused on the knowledge transfer performance within the organization.They agreed that knowledge,as a special economic resource,was dispersed among many employees in the enterprise.If we can make personal knowledge in the enterprise quickly and effectively share,transfer and absorb,will be able to maximize the role and value of knowledge,enhance the core competitiveness of enterprises.Among the factors that affect knowledge transfer performance,different scholars have studied it from different perspectives.The way of management and feedback behavior have always been considered the important influencing factors.With the continuous development of society,the replacement of new and old employees,the younger generation of employees to pay attention to their own career development,they defy the authority of repressive orders,eager to get the leadership from the perspective of constructive feedback.As a new form of feedback and leadership behavior,superior development feedback is designed to provide staff with developmental information that is future-oriented and meets the characteristics of contemporary and future workplace staff.So,what kind of influence will the superior take this kind of developmental feedback to knowledge transfer performance within the organization? Based on this,this paper explores the relationship between superior development feedback and knowledge transfer performance.Based on the theory of social exchange and the theory of interpersonal justice,this paper selected superior developmental feedback as the independent variable,selected knowledge transfer performance as the dependent variable,selected employee trust as a mediating variable of this study,and selected interpersonal justice as the moderating variable between superior developmental feedback and employee trust.First,we review and analyze the relevant literature.Then,we put forward correlative hypotheses.After collecting the formal questionnaires,we use the empirical approach to verify the hypotheses.The result shows superior development feedback can not only have a direct positive impact on knowledge transfer performance,but also have a positive impact on knowledge transfer performance through the mediating role of employee trust.At the same time,interpersonal justice can enhance the positive impact of superior development feedback on employee trust.In this paper,the results of further discussion and analysis,provide some management advice for enterprises.