Supervisor Feedback and Innovative Work Behavior: The Mediating Roles of Trust in Supervisor and Affective Commitment

Abstract

This study aimed to explore how the mechanisms of supervisor feedback affect innovative work behavior (IWB) among local government employees and to examine the mediating roles of trust in supervisor and affective commitment, using organizational support theory (OST) and social exchange theory. The results from a cross-sectional study based on a sample of 1,699 local government employees from 65 local governments indicated that supervisor feedback had a direct effect on IWB. Trust in supervisor and affective commitment significantly mediated the relationship between supervisor feedback and IWB. The findings of this study contribute to an advanced understanding of the supervisor feedback-IWB relationship by testing the mediation model in the local government context.

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

“…Therefore, the commitment of UFO Elektronika employees is very high so that they have high innovative thinking to participate in increasing the company's revenue (Marques et al, 2013). These results are in line with the research of Elshifa et al (2019), Ismail (2019, Tang et al (2019), Dahri (2018), Bak (2020), andAli et al (2020).…”

“…A series of innovation processes requires several employees who are committed to exchanging knowledge and creating a favorable atmosphere of innovation. Research conducted by Elshifa et al (2019), Ismail (2019), Tang et al (2019), Dahri (2018), Bak (2020), and Ali et al (2020) showed the results that the effect of organizational commitment on innovative work behavior was significantly positive. However, Serna et al (2018) stated that there was no effect on the relationship between organizational commitment and innovative work behavior.…”

How Leaders’ Positive Feedback Influences Employees’ Innovative Behavior: The Mediating Role of Voice Behavior and Job Autonomy

“…First, we confirmed that the impact of leaders' positive feedback was identified as an important determinant factor for enhancing innovative behavior. Previous studies have mostly focused on the individual level performance, such as job satisfaction, and organizational commitment with a few exceptions [17,[23][24][25][26][27][29][30][31]. This study also confirmed the outcomes of previous literature by empirically demonstrating the positive influence of leaders' feedback on followers' innovative behavior in a Korean worker's context.…”

“…Previous studies regarding leaders' feedback have often investigated its relation with business performance, job satisfaction, and organizational commitment [17,[22][23][24][25][26][27]. For example, Zhou [28] found that leader feedback positively related to members' personal creativity, but, with a few exceptions, there were limitations in showing the relationship to individual innovative behavior and the change process behind such behaviors [29][30][31][32].…”

“…Su et al [30] confirmed the positive influence of a supervisor's developmental feedback on employees' innovative behavior, via creative self-efficacy, as well as the moderating role of a supervisor's organizational embodiment in this relationship. Bak [31] also investigated how supervisor feedback affected innovative work behavior, in the context of local government employees, with the mediating roles of trust in the supervisor and affective commitment.…”