The Study On The Influence From Feedback-Seeking Behavior To Employee Innovation Performance

Under the background of knowledge economy and economic globalization,innovation is considered to be the core power of a country's economic development and a enterprise's survival and competition.The key of innovation is the talents,employee innovation performance is considered to be the source of organizational innovation performance and the foundation of enterprises obtaining sustainable competitive advantage.Therefore,how to improve the employee innovation performance has become an important issue of needing to be concerned urgently by enterprises.Feedback-seeking behavior as a positive behavior is meaningful to improve organizational and individual performance.Forefront of academic researches at home and abroad have begun to explore effective measures to increase employees' feedback-seeking behavior to improve their innovation performance.Feedback-seeking behavior is widely recognized as a positive factor significantly enhancing employee innovation performances.Previous studies regarding the relationship between feedback seeking and employee innovation performance have rarely conducted thorough study on the consistency of specific feedback-seeking strategies,neither have they classified feedback sources.Besides,it's more scare to explore the relationship between them based on Chinese culture and organizational situation.Based on detailed classification of feedback sources to superiors and colleagues,this research used the two kind of feedback-seeking strategies to characterize the overall feedback-seeking behavior to deeply analyze the influences' consistency of direct inquiry and indirect monitoring on employee innovation performance and the influences of different feedback sources on innovation performance.In the meantime,this research introduce “personal factor “shang he” psychological” and “organizational factor authentic leadership” as the moderator to explore the mechanism between feedback-seeking behavior and employee innovation performance.Based on the literature review,this research posited a research model and hypotheses after summarizing the relevant research about feedback-seeking behavior,employee innovation performance,“shang he” psychological and authentic leadership.Then,usingquestionnaire survey to collect date,this research conducted an empirical study by SPSS22.0 statistical software to verify the hypotheses.198 effective empirical data suggest that direct inquiry and indirect monitoring significantly improve employee innovation performance and inquiring supervisors,colleagues and monitoring supervisors,colleagues have also positive influences.“Shang he” psychological has significantly moderation effect on the relationship between feedback-seeking behavior and employee innovation performance,and it is positive to the relationship between indirect monitoring and employee innovation performance and negative to the relationship between direct inquiry and employee innovation performance.Authentic leadership has significantly moderation effect on the relationship between feedback-seeking behavior and employee innovation performance,and it is positive to the relationship between direct inquiry and employee innovation performance and negative to the relationship between indirect monitoring and employee innovation performance.