The Relationship Between Supervisor Developmental Feedback And Employee Voice Behavior

Entering the new millennium,the ever-changing has become the most prominent symbol of this era.Organizational managers must keep pace with the times,rely on talent advantage and occupy a favorable position in the market competition.In the final analysis,talent management is to give employees the wisdom and talents and encourage employees to express their true ideas.Therefore managers need to mobilize the enthusiasm of all employees,encourage employees to give advice and suggestions to the company,give full play to the wisdom of employees,and promote the role of group wisdom.Voice behavior is an important way for employees to participate in management and express opinions.It is also a way to promote enterprise change and improve organizational resilience,which is especially important for organizational sustainable development.When employees are afraid or unwilling to voice,it is very unfavorable for the organization.For example,such events as the “Enron company bankruptcy” in the United States are incomparable,and the principle of maintaining “surface harmony” in the Chinese context makes employees more reluctant to voice.Supervisor development feedback refers to the leadership providing information for employees to help their progress and development.Since its introduction in 2003,there are not many studies in China,there are many gaps in empirical research,and less research on the impact of voice behavior.Based on this,this study will examine the impact of supervisor development feedback on employee voice behavior and propose corresponding management strategies.Based on the conservation of resource,this study constructs model that is about supervisor developmental feedback and voice behavior,including the mediating role of the voice efficacy and the job autonomy.Through the questionnaire survey of 255 employees' behaviors in Hubei,Beijing,Guangdong and Shanghai,the findings proved that supervisor development feedback has positively impact on employees voice behavior;supervisor development feedback positively affects the voice behavior;voice efficacy has mediating role between supervisor development feedback and voice behavior;job autonomy has positive adjustment effect on the relationship between supervisor development feedback and voice efficacy,that is,the higher the degree of job autonomy,the positive effect of the supervisor development feedback to the voice efficacy is strong.This study explores the impact of supervisor development feedback on the voice behavior,which expands the research on the influence effect of the voice behavior and enriches the theoretical system of the voice behavior.The possible innovations arereflected in the following three aspects: Firstly,the results of the supervisor development feedback are expanded,the specific behaviors of the leaders are applied to the field of the countermeasures for improving the bottleneck of the current suggestions are proposed,and the supervisor development feedback in the Chinese context is expanded.Secondly,it analyzes the psychological transmission path of the voice efficacy on the voice behavior,supervisor developmental feedback can motivate employees to generate more voice behaviors by influencing their employees voice efficacy.And reveals the mediating effect of the voice efficacy.Finally,the significance of the job autonomy to the supervisor developmental feedback and voice efficacy will be analyzed.The research variables at the organizational level extend to leadership behavior,further enriching the relevant research on supervisor development feedback,and providing theoretical support for future developmental feedback and behavior research.