中层领导寻求反馈行为的发展及其影响：一项追踪研究

In modern society, people use their jobs as a medium to realize their personal goals. The drive to learn and develop is quite different across individuals, who use proactive behavior as a way to adapt and develop. As an important kind of proactive behavior, considerable evidence now suggests that employees' feedback-seeking behavior can help gain self-views, clarify roles and expectations and substantially contribute to performance enhancement and goal attainment. Given the potential significance of employees' feedback-seeking behavior, it is not surprising that scholars and practitioners alike have sought to identify ways to promote it. Despite the increasing findings, three main issues remain to be addressed. First, we know little about the feedback-seeking behavior of middle managers and how to develop them. Second, we know little about how a source's feedback seeking from feedback seekers could impact the seekers' feedback seeking frequency. Third, little is known about the role that emotion regulation strategy plays in the cognitive process of feedback seeking. Drawing upon authentic leadership theory and social cognitive theory, this research proposes the authentic leadership of senior executives as antecedent of middle managers' feedback-seeking behavior from various sources, as well as linking middle managers' feedback seeking from subordinates and subordinates' feedback seeking from various sources. We also propose the mediating mechanisms of the relations while the moderating role of emotional regulation strategies are also examined.

当今社会，人们把工作作为实现个人目标的载体。不同的人对学习以及个人发展的需求是不同的，在实践中，人们运用积极行为来适应环境、发展自我。其中，寻求反馈被认为是一种重要的积极行为，它可以帮助员工明确角色定位和各方期待，实现目标。基于此，越来越多的学者和组织在积极探索如何可以促进寻求反馈的行为。虽然这些成果令我们对寻求反馈行为的理解不断深化，但仍有一些问题亟待研究。第一、我们不清楚如何可以发展和促进中层领导的寻求反馈行为。第二、反馈来源的寻求反馈行为，对寻求反馈人本身产生示范作用尚不明确。第三、情绪控管在寻求反馈的认知过程中所起的作用尚不明确。本研究基于真我领导力理论和社会学习理论,对上述问题进行探讨。我们认为上级领导的真我领导力，可以促进中层领导的寻求反馈行为。而中层领导向员工寻求反馈可以促进员工向各重要反馈源寻求反馈。此外，本研究探讨了以上关系的中介变量，以及情绪控管策略的调节作用。

当今社会，人们把工作作为实现个人目标的载体。不同的人对学习以及个人发展的需求是不同的，在实践中，人们运用积极行为来适应环境、发展自我。其中，寻求反馈被认为是一种重要的积极行为，它可以帮助员工明确角色定位和各方期待，实现目标。基于此，越来越多的学者和组织在积极探索如何可以促进寻求反馈的行为。虽然这些成果令我们对寻求反馈行为的理解不断深化，但仍有一些问题亟待研究。第一、我们不清楚如何可以发展和促进中层领导的寻求反馈行为。第二、反馈来源的寻求反馈行为，对寻求反馈人本身产生示范作用尚不明确。第三、情绪控管在寻求反馈的认知过程中所起的作用尚不明确。本研究基于真我领导力理论和社会学习理论,对上述问题进行探讨。我们认为上级领导的真我领导力，可以促进中层领导的寻求反馈行为。而中层领导向员工寻求反馈可以促进员工向各重要反馈源寻求反馈。此外，本研究探讨了以上关系的中介变量，以及情绪控管策略的调节作用。