Impact mechanism of supervisor developmental feedback on employee workplace learning

Abstract

Based on the mental simulation duality, this paper adopts the expected successful performance and self‐goal setting as mediating variables and takes the dual system theory. This paper constructs a chain mediating model in which supervisor developmental feedback affects employee workplace learning. A study of 449 samples proves that supervisor developmental feedback can significantly improve employee workplace learning; expected successful performance and self‐goal setting are significant independent mediating variables in the positive impact of supervisor developmental feedback on employee workplace learning; the supervisor developmental feedback promotes self‐goal setting through expected successful performance and then positively affects employee workplace learning.

Linking Superior Developmental Feedback with Employee Job Satisfaction? A Conservation of Resources Perspective

“…Current research on supervisors’ influence on employees’ behavior has focused mainly on supervisors’ traits [ 58 ], and the theoretical basis of research on SDF is more limited. Although previous studies have related SDF to employees’ cognition and behavior from an interactionist point of view [ 19 ], social exchange theory [ 17 ], and social cognitive theory [ 18 ], the linkage from SDF to JS, as well as the mediating effect of ER, have not been established. COR theory expands the scope of interpretation for the effect of SDF, which regards SDF as a resource for employees, thus providing a new perspective to explain the relationship between SDF and employee JS and enriching and expanding the findings on the influence of SDF on employees’ psychology.…”

“…Therefore, employees would rather connect with and receive recognition from those in higher-ranking positions inside the organization than with and from their colleagues [ 15 , 16 ]. However, recent studies in organizational behavior have confirmed the reality of SDF and investigated its beneficial effects on employees’ behaviors [ 17 , 18 ]. A more in-depth and methodical investigation into how and when SDF influences employees’ JS needs to be conducted.…”

“…A more in-depth and methodical investigation into how and when SDF influences employees’ JS needs to be conducted. In recent studies, the effect of SDF on employees has been analyzed from an interactionist point of view [ 19 ], social exchange theory [ 17 ], and social cognitive theory [ 18 ], but these studies have ignored the important role of feedback as a resource. As suggested by COR theory [ 20 ], resources in the workplace can emanate from the empathetic actions of leaders such as through SDF, which employees perceive as a route to achieving their objectives.…”

Self-goal setting as a way to career sustainability: exploring the roles of career crafting and perceived organizational goal clarity

“…Self-goal setting. Referring to previous studies (Zeijen et al ., 2018; Wang and Zhang, 2021), we used the self-goal setting subscale taken from the self-leadership scale developed by Houghton and Neck (2002). This scale had a total of 5 items (e.g.…”

Correction

“…In the article (Wang & Zhang, 2022), the published article contains errors in Figure 1. The correct Figure 1 is shown below.…”