A Dual-pathway Model Research Of The Effect About Supervisory Feedback On Employee Initiative Behavior

With the rapid development of organizational task demands brought about by the era of knowledge sharing and the increasing uncertainty of the environment,if an organization wants to win in the fierce competition,employees need to work in a more proactive manner to give full play to each employee.Intrinsic potential and creativity,so active behavior plays an increasingly important role in the success of the organization.Among them,as the core link of the work relationship in the organization,leadership has focused on the influence of different types of leadership styles on the active behavior of employees,but still neglected important leadership factors,such as feedback methods of leadership on subordinates' work behaviors,and Explaining the mechanism of active behavior is still not comprehensive enough.Therefore,this study looks at the feedback valence of leaders,including positive feedback and negative feedback.According to Jaworski and Kohli(1991)'s leadership feedback questionnaire,localization is applied to Chinese organizations through scientific compilation and revision of 402 valid questionnaires.The appraisal questionnaire that evaluates leadership feedback valence under the context has a high level of reliability and validity.On this basis,a two-path model of positive and negative paths was constructed based on the cognitive context theory of perceived insider status and situational regulatory focus respectively.539 cross-industry and cross-regional employees were used as a sample to conduct a questionnaire survey to test leadership feedback and employee initiative.The influence of behavior and the internal mechanism of dual path occurrence,using SPSS19.0,LISIREL and other tools to explore their dual-path model.This study finally reached the following results:(1)The leaders' positive feedback and negative feedback questionnaires each consisted of9 items.The reliability coefficients were 0.946 and 0.934 respectively.The 5-point Likert scoring method can be used as a psychological measurement tool.(2)The positive feedback from the leaders significantly positively affects the employees' active behavior,and the negative feedback from the leaders significantly negatively influences the employees' initiative behaviors;(3)Supervisory positive feedback improves the level of perceived insider status,and thus promotes the individual's promotion focus.Eventually,more active employee behaviors are promoted,and chain-mediated effects are established;(4)Supervisory negative feedback reduces the level of perceived insider status,thereby increasing the prevention focus of the individual's work situation,and ultimately inhibiting the occurrence of employee's active behavior.The chain-mediated effect is established.