Evaluating the Impact of Positive Implicit Followership towards Employees’ Feedback-Seeking: Based on the Social Information Processing Perspective

Abstract

Amid the growth of COVID-19 pandemic, SMEs are facing greater uncertainties and pressures to survive because even though they are efficiently managed, their human resource organizations lack a large number of resources and a well-developed training system to foster the sustainable development of employees. Employees are important assets of the company, and their continuous growth and development are keys to the survival of the company. In this context, the individual worker’s assessment of his or her job role and how the assessments drive the employee to exhibit an appropriate proactive work behavior are particularly important. Previous research has typically focused on how organizations and leaders perceive employees but has rarely explored employees’ own implicit followership cognitive states. This study integrates the traits of positive implicit followership of employees, namely, industry trait, enthusiasm trait, and good citizen trait, with perceived supervisor support (PSS) and feedback-seeking behavior (FSB) into one research framework. In this study, 207 valid questionnaires were collected by using offline convenience sampling, and structural equation modeling (SEM) analysis was conducted. The results show that employees’ industry traits directly and positively influence FSB, while enthusiasm traits and good citizen traits have no direct effect on promoting FSB. In addition, industry trait, enthusiasm trait, and good citizen trait significantly and positively influence PSS, with good citizen trait having the greatest positive effect on PSS. Furthermore, PSS has a significant positive effect on FSB. Finally, PSS was found to mediate between industry traits and FSB. Corresponding to the results of the study, the actions shaping employees’ positive implicit followership cognition and forming a good supportive atmosphere to promote employees’ performance of more feedback-seeking behaviors are recommended.

How Is Alumni Giving Affected by Satisfactory Campus Experience? Analysis of an Industry-Research-Oriented University in China

“…The six-point scale is selected primarily to avoid the "neutrality" choice, which is common in Asian countries [43]. Thus, respondents must make a tendency choice [42], that is, they tend to agree or disagree, and there is no mid-point option [44][45][46][47][48][49]. Campus experience satisfaction and trust in foundation were measured using four items each, faculty-alumni contact was assessed using five items, and six items were used to measure donation willingness.…”