领导每日消极反馈对员工创造力的影响机制

doi:10.3724/SP.J.1041.2023.00831

摘要/Abstract

摘要：

关于领导消极反馈对员工创造力的影响, 现有文献存在相互矛盾的观点。基于反馈干预理论, 采用经验取样法探讨不同目标导向个体对领导每日消极反馈的差异性反应, 以及由此导致的不同创造力水平。对来自95名被试716个观察值的多层次路径分析发现: 对高证明目标导向的员工而言, 领导每日消极反馈通过促进当晚问题解决反思, 提升了第二天的创造力。对高回避目标导向的员工而言, 领导每日消极反馈通过引发当晚情感反刍, 抑制了第二天的创造力。以上研究发现有助于全面揭示领导消极反馈对员工创造力的影响效应, 为领导力发展与组织创新管理提供有益借鉴。

关键词: 领导消极反馈, 目标导向, 问题解决反思, 情感反刍, 创造力

Abstract:

Previous findings regarding the impact of supervisor negative feedback on employee creativity have seemingly been inconsistent. Researchers have reported positive, negative, and nonsignificant relationships between supervisor negative feedback and employee creativity. The present study aims to explore the possibility that supervisor negative feedback has short-lived impacts on employee creativity. Drawing from feedback intervention theory, we propose that proving goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through problem-solving pondering at night such that this effect is stronger for individuals with higher levels of proving goal orientation. In addition, we suggest that avoiding goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through affective rumination at night such that this effect is stronger for individuals with higher levels of avoiding goal orientation.

We conducted a field study using experience sampling methodology to collect data from employees of a design institute in northern China. The questionnaire survey process included an initial one-time entry survey and daily surveys administered over a period of two weeks. One week before the start of the daily surveys, participants reported their proving goal orientation, avoiding goal orientation, and demographic information. During the two-week daily survey period, participants assessed daily supervisor negative feedback and daily creativity at 5:30 p.m. and rated problem-solving pondering and affective rumination at 8:30 p.m. each evening. The final sample included 716 usable observations collected from 95 employees. To test the proposed hypotheses, we conducted two-level path-analyses using Mplus 8.0 and performed a Monte Carlo simulation procedure using R software.

As hypothesized, employees with different goal orientations reacted differently to daily supervisor negative feedback. The results showed that the relationship between daily supervisor negative feedback and problem- solving pondering at night was positive when proving goal orientation was high. We also found that the relationship between daily supervisor negative feedback and affective rumination at night was positive when avoiding goal orientation was high. Furthermore, for employees with high levels of proving goal orientation, daily supervisor negative feedback promoted their creativity the next day by activating their problem-solving pondering at night. However, for employees with low levels of proving goal orientation, this indirect effect was not significant. In addition, for employees with high levels of avoiding goal orientation, daily supervisor negative feedback inhibited their creativity the next day by eliciting their affective rumination at night. However, for employees with low levels of avoiding goal orientation, this indirect effect was not significant.

The current study makes several theoretical contributions. First, we adopt a dynamic perspective to capture the within-person variance in creativity resulting from daily fluctuations in supervisor negative feedback. Second, this study enriches feedback intervention theory by exploring the mediating roles of problem-solving pondering and affective rumination in the link of supervisor negative feedback with employee creativity. Third, the present study reconciles the conflicting findings of previous research by demonstrating the differential effects of daily supervisor negative feedback on employees with different goal orientations.

Key words: supervisor negative feedback, goal orientation, problem-solving pondering, affective rumination, creativity

中图分类号:

B849: C93

董念念, 尹奎, 邢璐, 孙鑫, 董雅楠. (2023). 领导每日消极反馈对员工创造力的影响机制. 心理学报, 55(5), 831-843.

DONG Niannian, YIN Kui, XING Lu, SUN Xin, DONG Yanan. (2023). The effects of daily supervisor negative feedback on employee creativity. Acta Psychologica Sinica, 55(5), 831-843.

图/表 7

参考文献 56

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变量	1	2	3	4	5	6	7	8	9	10	11	12
1. 领导每日积极反馈	(0.91)	0.07	0.40^**	−0.02	0.48^**	0.44^**	0.20^*	0.06	−0.04	−0.06	0.11	−0.05
2. 领导每日消极反馈	−0.16^**	(0.92)	0.29^**	0.27^**	0.23^*	0.22^*	0.09	0.08	0.13	0.02	0.05	0.01
3. 每晚问题解决反思	0.05	0.08^*	(0.79)	0.13	0.75^**	0.77^**	0.13	0.08	0.21^*	−0.09	0.12	0.16
4. 每晚情感反刍	0.07^*	0.07	0.07	(0.82)	0.10	0.10	0.16	0.33^**	−0.10	0.04	0.01	0.06
5. 每天创造力	0.20^**	0.00	0.19^**	0.01	(0.91)	0.98^**	0.19	0.15	0.12	−0.04	0.27^**	0.19
6. 第二天创造力	0.07	0.04	0.18^**	−0.09^*	0.20^**	(0.91)	0.18	0.14	0.15	−0.01	0.23^*	0.17
7. 证明目标导向	—	—	—	—	—	—	(0.65)	0.42^**	0.16	0.05	0.12	0.09
8. 回避目标导向	—	—	—	—	—	—	—	(0.66)	−0.12	−0.03	0.17	0.17
9. 学习目标导向	—	—	—	—	—	—	—	—	(0.85)	0.10	0.01	0.07
10. 性别	—	—	—	—	—	—	—	—	—	—	−0.11	−0.05
11. 年龄	—	—	—	—	—	—	—	—	—	—	—	0.50^**
12. 组织任期	—	—	—	—	—	—	—	—	—	—	—	—
M	3.28	2.02	3.45	2.50	3.18	3.17	3.20	2.62	3.84	0.61	30.62	2.98
SD_个体内	0.88	0.80	0.75	0.88	0.90	0.92	—	—	—	—	—	—
SD_个体间	0.72	0.55	0.60	0.66	0.76	0.78	0.67	0.65	0.64	0.49	6.40	3.86

变量	1	2	3	4	5	6	7	8	9	10	11	12
1. 领导每日积极反馈	(0.91)	0.07	0.40^**	−0.02	0.48^**	0.44^**	0.20^*	0.06	−0.04	−0.06	0.11	−0.05
2. 领导每日消极反馈	−0.16^**	(0.92)	0.29^**	0.27^**	0.23^*	0.22^*	0.09	0.08	0.13	0.02	0.05	0.01
3. 每晚问题解决反思	0.05	0.08^*	(0.79)	0.13	0.75^**	0.77^**	0.13	0.08	0.21^*	−0.09	0.12	0.16
4. 每晚情感反刍	0.07^*	0.07	0.07	(0.82)	0.10	0.10	0.16	0.33^**	−0.10	0.04	0.01	0.06
5. 每天创造力	0.20^**	0.00	0.19^**	0.01	(0.91)	0.98^**	0.19	0.15	0.12	−0.04	0.27^**	0.19
6. 第二天创造力	0.07	0.04	0.18^**	−0.09^*	0.20^**	(0.91)	0.18	0.14	0.15	−0.01	0.23^*	0.17
7. 证明目标导向	—	—	—	—	—	—	(0.65)	0.42^**	0.16	0.05	0.12	0.09
8. 回避目标导向	—	—	—	—	—	—	—	(0.66)	−0.12	−0.03	0.17	0.17
9. 学习目标导向	—	—	—	—	—	—	—	—	(0.85)	0.10	0.01	0.07
10. 性别	—	—	—	—	—	—	—	—	—	—	−0.11	−0.05
11. 年龄	—	—	—	—	—	—	—	—	—	—	—	0.50^**
12. 组织任期	—	—	—	—	—	—	—	—	—	—	—	—
M	3.28	2.02	3.45	2.50	3.18	3.17	3.20	2.62	3.84	0.61	30.62	2.98
SD_个体内	0.88	0.80	0.75	0.88	0.90	0.92	—	—	—	—	—	—
SD_个体间	0.72	0.55	0.60	0.66	0.76	0.78	0.67	0.65	0.64	0.49	6.40	3.86

变量	个体内方差(e²)	个体间方差(r²)	个体内方差百分比(%)
领导每日消极反馈	0.40	0.24	62.50%
每晚问题解决反思	0.25	0.32	43.86%
每晚情感反刍	0.39	0.38	50.65%
第二天创造力	0.28	0.57	32.94%

变量	个体内方差(e²)	个体间方差(r²)	个体内方差百分比(%)
领导每日消极反馈	0.40	0.24	62.50%
每晚问题解决反思	0.25	0.32	43.86%
每晚情感反刍	0.39	0.38	50.65%
第二天创造力	0.28	0.57	32.94%

模型	因子	χ²	df	χ²/df	CFI	TLI	RMSEA	SRMR_个体内	SRMR_个体间
六因子模型	每个变量对应一个因子	404.21	233	1.73	0.95	0.93	0.03	0.04	0.07
五因子模型1	领导消极反馈与问题解决反思并入一个因子	768.34	241	3.19	0.83	0.80	0.06	0.11	0.18
五因子模型2	领导消极反馈与情感反刍并入一个因子	938.13	241	3.89	0.78	0.73	0.06	0.09	0.12
五因子模型3	问题解决反思与情感反刍并入一个因子	796.52	241	3.31	0.82	0.79	0.06	0.09	0.14
五因子模型4	问题解决反思和第二天创造力并入一个因子	651.52	241	2.70	0.87	0.84	0.05	0.07	0.07
四因子模型1	证明目标导向与回避目标导向并入一个因子, 领导消极反馈与问题解决反思并入一个因子	795.49	245	3.25	0.82	0.79	0.06	0.11	0.19
四因子模型2	证明目标导向与回避目标导向并入一个因子, 领导消极反馈与情感反刍并入一个因子	975.13	245	3.98	0.76	0.72	0.07	0.09	0.12
四因子模型3	证明目标导向与回避目标导向并入一个因子, 问题解决反思与情感反刍并入一个因子	831.83	245	3.40	0.81	0.78	0.06	0.09	0.14
四因子模型4	证明目标导向与回避目标导向并入一个因子, 问题解决反思与第二天创造力并入一个因子	680.41	245	2.78	0.86	0.84	0.05	0.07	0.08