Individual Accountability Under Supervisor Development Feedback:Based On Dual Motivation Paths Of Self-determination Theory

In the background of that the control mechanism cannot guarantee the realization of good results under the uncertainty environment and the individual becomes more independent and clarifies their own needs and values,the traditional quality control tools will fail further.Organizations need to respond with a dynamic balance of vision.It also requires that each individual has concerns about the final results,and can be the one who actively adapt to changes,break boundaries,to think and act for the achievement and realization of results.Therefore,the accountability should be concerned by the theoretical and practical circles.Clearing what accountability is,understanding why employees hold accountable,how to trigger accountability,and what moderat the motivation for accountability are issues that must be addressed.This study bring the concepts of controlled motivation and autonomous motivation which draws on Self-Determination Theory(SDT)into,and combines the Role-Theory Interpretation of Accountability Model and Feedback Intervention Model to construct the theoretical hypothesis.This article examines the relationship between supervisor development feedback,a specific management strategy,and individual accountability,and explores the psychological mechanism based on SDT.At the same time,it explores the moderating role of organizational politics on this relationship.In addition,through the discussion of the relation with the excuse making,a opposition construct of accountability outcome construct,the divergent effects of dual motives on individual accountability are indirect verification.The study using questionnaire survey show that(1)The supervisor development feedback has a direct and significant positive effect on individual accountability,autonomous motivation,and controlled motivation while it has a negative but unsignificant correlation with excuse making.Both autonomous motivation and controlled motivation are directly and significantly to individual accountability,but the prior is significantly positive to excuse making while the last is significantly negative.(2)the two motivations have a positive mediating effect in the relationship between supervisor development feedback and individual accountability,and the effect of autonomous motivation is slightly stronger than that of controlled motivation though the difference of the effects did not reach significant difference;in addition,both of them had mediating effects on excuse making.Controlled motivation was positive mediation,autonomous motivation was negative mediation,and controlled mediation had significantly stronger mediatoreffect than autonomic effect.The two mediating effects of excuses cancel each other out,making the effect of superivisor development feedback on excuses to make insignificant.(3)The regulatory role of organizational political perception has not been verified.Following is the contribution.This study attempts to combine the specific managemen tstrategy of supervisor development feedback with individual accountability,and considers individual accountability from the dual perspectives of“evil” and “good”.So that,A more comprehensive capture has obtained for the dual characteristics of the supervisor development feedback management strategy,which supplementing the research of supervisor development feedback areas and accountability areas.In addition,for practice,it can enable enterprises to better understand and use supervisor development feedback management strategies.At the same time,companies can gain more inspiration of the design and use of intervention tools from the dual motivational path,and make employees more accountable,to make value to the company and themselves.