Research On Feedback Seeking Behavior Of Employees From The Perspective Of Interpersonal Relationship

With the increasing complexity of the external environment and the intensification of organizational change in enterprises,how to obtain timely and accurate information is the key for employees to cope with the external environment.Feedback seeking behavior is an individual's initiative to obtain feedback information from superiors or colleagues.As a positive self-correcting behavior,feedback seeking behavior is one of the effective strategies for employees' continuous learning and development.It can significantly improve the timeliness and accuracy of employees' access to information,and improve their adaptability to the external environment.Therefore,how to motivate employees to seek feedback is worth exploring.Feedback seeking is a kind of interpersonal interaction,and interpersonal factors have an important impact on feedback seeking.Influenced by Chinese traditional culture,employees' organizational behavior tends to be "relationship oriented",and individuals' habits determine their behavior and attitudes towards others by factors such as kinship and alienation,face and human feelings.Employees may reduce their feedback seeking behavior because of the risks of "exposing personal shortcomings","fear of losing face" and "being ungrateful".Therefore,this paper explores the influence of leader-member exchange and team-member exchange on feedback seeking from the perspective of interpersonal relationship in China.Firstly,this paper reviews the related research on leadership-member exchange,team-member exchange,team psychological security,feedback seeking(superior inquiry,colleague inquiry and indirect monitoring)and feedback source competence perception.Then this paper puts forward some questions to be further studied.Based on interpersonal relationship theory and social capital theory,this paper discusses the relationship between variables and constructs a theoretical model.Through the questionnaire survey and data analysis of 431 team members,the following conclusions can be drawn:(1)Leader-member exchange and team-member exchange both positively affect feedback seeking(Superior inquiry,Colleague inquiry and Indirect monitoring);(2)Employees' psychological security plays a mediating role in interpersonal relationship variables(leader-member exchange relationship,team-member exchange relationship)and feedback seeking behavior.;(3)Feedback source competence perception plays a positive moderating role between interpersonal relationship variables and peer inquiry feedback seeking and indirect supervisory feedback seeking.There is no moderating effect between interpersonal relationship and inquiry feedback seeking.Based on the above conclusions,this paper puts forward the following management inspirations: first,managers should create a good interpersonal atmosphere,care about subordinates,pay attention to communication methods,win the trust of employees,and promote the formation of emotional ties among employees.Secondly,managers need to pay attention to employees' experience,regularly monitor their psychological security,so that they can be in a comfortable state of mind,which encourage them to seek feedback and work actively.Thirdly,managers should improve the quality of employee training and employees' self-development awareness,encourage employees to show each other,improve employees' recognition of the ability of members of the organization,and encourage them to learn actively.