The Impact Of Superior Developmental Feedback On Employee Job Involvement:the Regulating Roleof Achievement Goal Orientation

Due to the development of positive psychology in recent years,the research on the negative aspects of working status has gradually decreased,and researchers have begun to devote themselves to the positive aspects of research work.With the maturity of empirical sampling method and the rise of state-based work engagement research,the research on the influencing factors of state-based work engagement is also increasing.More and more studies have explored the impact of work resources on state work engagement,but as a kind of work resources,the research on the impact of supervisor's developmental feedback on work engagement is less.In addition,in the influence of antecedent variables on work engagement,its mechanism is also different.Personal traits also have different enhancement or weakening effects on the relationship between antecedent variables and work engagement.Starting from the positive aspect of work status,i.e.work engagement,this study explores the relationship between supervisor's developmental feedback and employee's work engagement at the daily level from the perspective that work engagement can change dynamically within individuals on the basis of the work requirement-resource model.Achievement goal orientation is introduced as an inter-individual horizontal variable to explore its cross-layer regulatory role between the two.Empirical sampling method was used to investigate 51 subjects for two consecutive weeks(10 working days).A total of 463 individual data were obtained.SPSS,AMOS and HLM statistical software were used to analyze the data.The statistical results showed that:(1)Work input has the characteristics of dynamic change.(2)Daily supervisor developmental positive feedback has a significant positive predictive effect on employees' work engagement on the day,while daily supervisor developmental negative feedback has no significant predictive effect on employees' work engagement on the day.(3)Mastery goal orientation has a significant moderating effect on the relationship between positive developmental feedback and work engagement;Mastery goal orientation has no significant moderating effect on the relationship between negative developmental feedback and work engagement.(4)Achievement approach goal orientation plays a significant moderating role in the relationship between positive developmental feedback and work engagement.(5)Performance avoidance goal orientation has no significant moderating effect on the relationship between supervisor's developmental negative feedback and work engagement.