管理评论 ›› 2021, Vol. 33 ›› Issue (7): 216-226.

• 组织行为与人力资源管理 • 上一篇    

来工作自我清晰度与员工反馈寻求行为的关系:变革型领导和工作投入的影响

林新奇1, 徐洋洋1,2   

  1. 1. 中国人民大学劳动人事学院, 北京 100872;
    2. 延安大学经济与管理学院, 延安 716000
  • 收稿日期:2018-06-04 发布日期:2021-08-02
  • 通讯作者: 徐洋洋(通讯作者),中国人民大学劳动人事学院博士研究生,延安大学经济与管理学院讲师
  • 作者简介:林新奇,中国人民大学劳动人事学院教授,博士生导师,博士。

Relationship between Future Work Self Salience and Feedback Seeking Behavior: The Impact of Transformational Leadership and Work Engagement

Lin Xinqi1, Xu Yangyang1,2   

  1. 1. School of Labor and Human Resources, Renmin University of China, Beijing 100872;
    2. School of Economics and Management, Yan'an University, Yan'an 716000
  • Received:2018-06-04 Published:2021-08-02

摘要: 从资源保存理论的视角,探讨未来工作自我清晰度激发反馈寻求行为的作用机制和边界条件,试图验证工作投入的中介作用,以及变革型领导在该模型中的两阶段调节作用。通过255个样本数据,利用验证性因素分析、层级回归法和被调节中介效应检验方法对该模型进行验证。结果表明:(1)未来工作自我清晰度对反馈寻求行为有显著的正向作用;(2)未来工作自我清晰度通过工作投入间接影响员工反馈寻求行为;(3)当员工感知到高水平的变革型领导时,未来工作自我清晰度通过工作投入对反馈寻求行为的间接效应更强。最后,基于研究结论提出企业如何提高员工寻求反馈的管理启示。

关键词: 未来工作自我清晰度, 反馈寻求行为, 工作投入, 变革型领导

Abstract: From the perspective of resource conservation theory, this paper explores the mechanism and boundary condition of future work self salience and feedback seeking behavior in order to verify the mediating role of job engagement and the two-stage moderating role of transformational leadership in the model. Using confirmatory factor analysis, hierarchical regression and moderated-mediation effect test, the model is validated by 255 sample data. The results show that future work self salience has a positive effect on feedback seeking behavior, future work self salience indirectly influences feedback seeking behavior through work engagement, transformational leadership has a magnifying effect in the process of future work self salience affect feedback seeking behavior through work engagement. Finally, based on the conclusions of the study, we propose a potential direction for companies to increase feedback seeking behavior.

Key words: future work self salience, feedback seeking behavior, work engagement, transformational leadership