How does supervisor developmental feedback make employees sense the meaning of work?

Abstract

This article used 677 questionnaires obtained by stratified sampling as a sample and used the hierarchical regression analysis method and the bootstrap method to analyze the data. Based on Self‐Determination Theory, this article integrated the Leader‐Member Exchange (LMX) situation to explore the mechanism of supervisor developmental feedback on employees' work meaningfulness. The results showed that supervisor developmental feedback aroused employees' work meaningfulness by meeting the autonomy need and relatedness need. Although competence need satisfaction could not enhance employees' work meaningfulness, its development could satisfy the relatedness need and autonomy need and thus boost work meaningfulness. High‐quality LMX enhanced the impact of supervisor developmental feedback on relatedness need satisfaction. This article explored the antecedents of employees' work meaningfulness from the perspectives of supervisor behavior and supervisor‐subordinate interaction. Our study completely presents the internal mechanism of employees' work meaningfulness from the psychological level, expands on existing research and provides practical guiding value for organizations to activate employees' work meaningfulness.

The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives

“…However, while these studies have contributed to enriching relevant theories, few scholars have focused on the boundary role of leadership feedback in this context. Studies by Cai et al, 28 Zhang et al, 30 and Li et al 46 have shown that supervisor developmental feedback, as a positive form of feedback, can effectively regulate employees’ psychological states, ignite their intrinsic interest in tasks, and help them experience the positive meaning of work. Therefore, we introduce supervisor developmental feedback as a moderating variable and explore its moderating role in the double pathways, finding that supervisor developmental feedback can both mitigate the negative impact of illegitimate tasks on work withdrawal and enhance the positive impact of illegitimate tasks on job crafting.…”

“…Existing research has shown that supervisor developmental feedback, as a guiding and supportive information feedback, can provide employees with sufficient work resources, enhance their self-efficacy and work passion, improve their work performance, and promote their innovative behaviors. 28,30,46 Therefore, we suggest that supervisor developmental feedback is likely to influence individual psychological, cognitive, or behavioral responses in conflict situations, and high levels of supervisor developmental feedback are likely to weaken employees' interpretation of the threat posed by illegitimate tasks.…”

“…Specifically, when employees receive high levels of supervisor developmental feedback, they are more likely to feel cared for and valued by their supervisors. 29,30 Consequently, they are more willing to trust and understand their supervisors' arrangements and instructions, leading to a change in their negative perception of illegitimate tasks. This can alleviate the threat to employees' self-esteem posed by illegitimate tasks, enhance their psychological resources and organizational belonging, and thereby reduce work withdrawal.…”

“…However, while these studies have contributed to enriching relevant theories, few scholars have focused on the boundary role of leadership feedback in this context. Studies by Cai et al, 28 Zhang et al, 30 and Li et al 46 have shown that supervisor developmental feedback, as a positive form of feedback, can effectively regulate employees' psychological states, ignite their intrinsic interest in tasks, and help them experience the positive meaning of work.…”

“… 29 Supervisor developmental feedback, as an important contextual factor in changing employees’ perceptions of their work environment, can help employees understand the strengths and weaknesses of their current work and provide them with valuable resources and information related to their future development. 29 , 30 Therefore, we will examine the moderating role of supervisor developmental feedback, hoping that through the guidance of supervisor developmental feedback, employees will be motivated to adopt positive strategies to cope with illegitimate tasks, thereby demonstrating positive job performance.…”