CAJ | 학술논문

已有研究认为上级发展性反馈对员工工作行为有积极影响，而关于上级发展性反馈如何影响员工工作行为却未得到系统的阐释。采用问卷调查方式收集200份上、下级配对样本，运用层次回归分析法，从内在动机和社会交换的理论视角，探讨上级发展性反馈对员工工作绩效的影响，并研究目标导向在上级发展性反馈与工作绩效之间的调节效应。研究结果表明，上级发展性反馈对员工的工作满意度和工作绩效都具有积极的促进作用，工作满意度不仅显著正向影响员工工作绩效，还在上级发展性反馈与员工工作绩效关系中起部分中介作用，学习目标导向显著正向调节上级发展性反馈与工作绩效之间的关系，而绩效目标导向负向调节上级发展性反馈与工作绩效之间的关系未得到验证。研究结果为反馈的有效性和权变管理提供了有益的启示。
이유연구인위상급발전성반궤대원공공작행위유적겁영향，이관우상급발전성반궤여하영향원공공작행위각미득도계통적천석。채용문권조사방식수집200빈상、하급배대양본，운용층차회귀분석법，종내재동궤화사회교환적이론시각，탐토상급발전성반궤대원공공작적효적영향，병연구목표도향재상급발전성반궤여공작적효지간적조절효응。연구결과표명，상급발전성반궤대원공적공작만의도화공작적효도구유적겁적촉진작용，공작만의도불부현저정향영향원공공작적효，환재상급발전성반궤여원공공작적효관계중기부분중개작용，학습목표도향현저정향조절상급발전성반궤여공작적효지간적관계，이적효목표도향부향조절상급발전성반궤여공작적효지간적관계미득도험증。연구결과위반궤적유효성화권변관리제공료유익적계시。
Although studies have suggested that supervisor developmental feedback positively affects employee job behaviors , evi-dence regarding the mechanisms between supervisor developmental feedback and employee job behaviors remains inconclusive and underdeveloped .In a survey-based study of 200 supervisor-subordinate dyads from different enterprises in China , using hierarchi-cal regression analysis , this study examines the influencing mechanism of how supervisor developmental feedback affects employ -ee job performance and explains the moderating effect of goal orientation between supervisor developmental feedback and job per -formance based on intrinsic motivation theory and social exchange theory .Results show that: ①supervisor developmental feed-back has a significantly positive impact on employee job satisfaction and job performance ; ②job satisfaction has a significantly positive impact on employee job performance , and job satisfaction partly mediates supervisor developmental feedback′s influence on employee job performance;③learning goal orientation positively moderates the relationship between supervisor developmental feedback and job performance;and ④the hypothesis that performance goal orientation negatively moderates the relationship be -tween supervisor developmental feedback and job performance is not verified .The conclusions provide useful implications for the effectiveness of managers′feedback and contingency management .