Shame or Anger:Research on Influence of Leaders'Negative Feedback on Employees'Approach-avoidance Behavior
Performance feedback is the premise for the timely completion of employees'tasks and the effective realization of organizational goals.Notably,negative feedback of leaders offers a timely and precise diagnostic of issues,highlighting employees'current deficiencies.Therefore,it is the key to the improvement of employees'behavior and performance.However,the inconsistent conclusions of the negative feedback of leaders lead to them being at a loss in the selection of performance feedback methods.As such,according to the cognitive appraisal theory of emotion,this study aim to build a moderated mediation model to explore the influence mechanism of leaders'negative feedback on employees'extra-role behavior,and to examine the boundary conditions of the mechanism.Through the multi time point effective data tracking of 207 employees and 32 supervisors,the empirical analysis draws the following conclusions.Firstly,shame partially mediates the positive effect of leaders'negative feedback on organizational citizenship behavior,while anger partially mediates the positive effect of it on counterproductive work behavior.Secondly,leader-member exchange positively moderates the positive effect of leaders'negative feedback on shame,while it negatively moderates the positive effect of leaders'negative feedback on anger.Finally,leader-member exchange positively moderates the indirect effect of leaders'negative feedback on organizational citizenship behavior through shame,while negatively moderates the indirect effect of leaders'negative feedback on counterproductive work behavior through anger.Therefore,this study not only enriches the theoretical research of discrete emotion mechanism,but also provides theoretical basis and decision-making reference for the management practice of leaders'negative feedback mode selection.
Leaders'Negative FeedbackShameAngerOrganizational Citizenship BehaviorCounterproductive Work Behavior