The Impact Of Managerial Trustworthy Behavior On Employee Feedback Seeking Behavior

With the coming of the Internet age,the development of social economy has achieved unprecedented acceleration.The survival and development of the organization and the management of the enterprise are also facing unprecedented opportunities and challenges.Increasingly fierce competition and highly complex uncertain environments have brought about an ever-increasing level of work,and have placed higher demands on the job qualifications of employees at every levels.Therefore,talents and efficiency have become crucial factors in the survival and development of enterprises.How to improve efficiency and promote employee initiative has become two major problems for organization.In today's organizational management practices,feedback is a proven and effective way to improve efficiency,and it has an important role in promoting individual employee growth and long-term organizational development.However,with the flattening of the organizational structure and the increasing popularity of the mobile office,the arrangement and combination of the virtual teams and project teams has become the norm.The stability of the relationship between the superior and the subordinates and colleagues has been greatly reduced,and even the mobility of the office has been greatly increased.This leads to feedback that often falls into the embarrassing situation of "feedback vacuum",and it is increasingly difficult for employees to get effective feedback from top to bottom.In view of the above situation,the active search for feedback has gradually attracted people's attention.Based on social exchange theory and social identity theory,this study empirically explores the impact of managerial trustworthy behavior on employee feedback seeking behavior,as well as the intermediary mechanism of leader-member exchange and identification with leader,and provides business practice for advice as reference.This study used a well-recognized mature scale to conduct a questionnaire survey for research tools,and obtained 305 valid questionnaires.The following conclusions were drawn through research and analysis:(1)Managerial trustworthy behavior has a significant positive impact on employee feedback seeking behavior;(2)Leader-member exchange plays a significant intermediary role in the relationship between managerial trustworthy behavior and employee feedback seeking behavior;(3)Identification with leader plays a significant intermediary role in the relationship between Managerial trustworthy behavior and employee feedback seeking behavior;(4)Proactive personality plays a positive role in the leader-member exchange and employee feedback seeking behavior relationship,ie The stronger the proactive of the subordinate employees,the stronger the role of the leader-member exchange in the feedback of employees.The weaker the proactive personality,the weaker the above-mentioned relationship;(5)The proactive personality plays a positive role in the relationship between identification with leader and employee feedback seeking behavior,that is,the stronger the proactive personality of the subordinate employees,the stronger relationship between identification with leader and the feedback seeking behavior.The weaker the proactive personality,the weaker the above relationship.