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签简体出版啦，具体进度请看wb@兰州资源环境职业技术大学钝书生文名是男二视角。

领导每日消极反馈对员工创造力的影响机制 The effects of daily supervisor negative feedback on employee creativity Abstract 作者： 董念念 1 尹奎 1 邢璐 2 孙鑫 3 董雅楠 4 作者单位： 1. 北京科技大学经济管理学院 2. 湖南大学工商管理学院 3. 北京邮电大学人工智能学院 4. 北京航空航天大学经济管理学院 通讯作者： 尹奎 Email:mcqueenyin@ustb.edu.cn 提交时间： 2022-11-23 摘要: 关于领导消极反馈对员工创造力的影响，现有文献存在相互矛盾的观点。基于反馈干预理论，采用经验取样法探讨不同目标导向个体对领导每日消极反馈的差异性反应，以及由此导致的不同创造力水平。对来自95名被试716个观察值的多层次路径分析发现：对高证明目标导向的员工而言，领导每日消极反馈通过促进当晚问题解决反思，提升了第二天的创造力。对高回避目标导向的员工而言，领导每日消极反馈通过引发当晚情感反刍，抑制了第二天的创造力。以上研究发现有助于全面揭示领导消极反馈对员工创造力的影响效应，为领导力发展与组织创新管理提供有益借鉴。 Abstract: Previous findings regarding the impact of supervisor negative feedback on employee creativity have seemingly been inconsistent. Researchers have reported positive, negative, and nonsignificant relationships between supervisor negative feedback and employee creativity. The present study aims to explore the possibility that supervisor negative feedback has short-lived impacts on employee creativity. Drawing from feedback intervention theory, we propose that proving goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through problem-solving pondering at night such that this effect is stronger for individuals with higher levels of proving goal orientation. In addition, we suggest that avoiding goal orientation moderates the indirect effect of daily supervisor negative feedback on employee next-day creativity through affective rumination at night such that this effect is stronger for individuals with higher levels of avoiding goal orientation. We conducted a field study using experience sampling methodology to collect data from employees of a design institute in northern China. The questionnaire survey process included an initial one-time entry survey and daily surveys administered over a period of two weeks. One week before the start of the daily surveys, participants reported their proving goal orientation, avoiding goal orientation, and demographic information. During the two-week daily survey period, participants assessed daily supervisor negative feedback and daily creativity at 5:30 p.m. and rated 21 problem-solving pondering and affective rumination at 8:30 p.m. each evening. The final sample included 716 usable observations collected from 95 employees. To test the proposed hypotheses, we conducted two-level path-analyses using Mplus 8.0 and performed a Monte Carlo simulation procedure using R software. As hypothesized, employees with different goal orientations reacted differently to daily supervisor negative feedback. The results showed that the relationship between daily supervisor negative feedback and problem-solving pondering at night was positive when proving goal orientation was high. We also found that the relationship between daily supervisor negative feedback and affective rumination at night was positive when avoiding goal orientation was high. Furthermore, for employees with high levels of proving goal orientation, daily supervisor negative feedback promoted their creativity the next day by activating their problem-solving pondering at night. However, for employees with low levels of proving goal orientation, this indirect effect was not significant. In addition, for employees with high levels of avoiding goal orientation, daily supervisor negative feedback inhibited their creativity the next day by eliciting their affective rumination at night. However, for employees with low levels of avoiding goal orientation, this indirect effect was not significant. The current study makes several theoretical contributions. First, we adopt a dynamic perspective to capture the within-person variance in creativity resulting from daily fluctuations in supervisor negative feedback. Second, this study enrichesfeedback intervention theory by exploring the mediating roles of problem-solving pondering and affective rumination in the link of supervisor negative feedback with employee creativity. Third, the present study reconciles the conflicting findings of previous research by demonstrating the differential effects of daily supervisor negative feedback on employees with different goal orientations. 领导消极反馈 目标导向 问题解决反思 情感反刍 创造力 来自： 董念念 分类： 心理学 >> 管理心理学 引用： ChinaXiv:202211.00303 (或此版本 ChinaXiv:202211.00303V1 ) DOI:10.12074/202211.00303V1 CSTR:32003.36.ChinaXiv.202211.00303.V1 推荐引用方式： 董念念,尹奎,邢璐,孙鑫,董雅楠.(2022).领导每日消极反馈对员工创造力的影响机制.中国科学院科技论文预发布平台.doi:10.12074/202211.00303V1 版本历史 [V1] 2022-11-23 15:15:08 ChinaXiv:202211.00303V1 下载全文

2001年，出演电视剧《低调才可怕》而踏入演艺圈

035号本丸稍微有点特殊，在即将因为灵力不足而崩溃之前，意外抽到一位幼年期白犬。 坏消息是，这不是储备粮，好消息是，这是一位审神者大人！ 不是说白犬不会，主公大人很可爱，只是…… 从濒临崩溃的无主本丸，走到S级本丸，刀剑们有些焦虑。 达：“真棒呢大家。” 刀剑们：“……” 达：“啊，任务来了，我先走一步。” 刀剑们：“主公，请让我们来，拜托！” 炮灰守则其一：保持第一，直到被主角打败。 “035号与与112号本丸演练开始……等下，035号审神者，你为什么冲在最前面！” 刀剑们：“主公，请等等我们！” 审神者太习惯单打独斗，显得刀剑很没用怎么办。 刀剑：“主公，请休息一下，拜托了！” （主角无CP，嗯……我比较杂食，文内会出现刀刀CP向，不一定挑明。） （涉及刀剑乱舞，犬夜叉，滑头鬼之孙，华丽的挑战，家庭教师，公主公主，微量·恐怖宠物店

魏昭明＆沈从筠 狼狗女主＆奶狗男主，年下，SC，HE 纯古言，小情小爱+家国天下 ＊ 新帝登基，特为麾下爱将云麾将军下旨赐婚。 这云麾将军虽为女儿身，却能轻松抡倒两百斤大汉。众人看着那风吹就倒的病苗苗，纷纷猜测可怜的沈郎君到底能撑过几日。 众人正等着看笑话呢，却见夫妻二人琴瑟和鸣、比翼双飞，实在羡煞旁人。 众人又想，夫妻同朝为官，一高一低、一尊一卑，焉能不发生矛盾？ 但，二人一文一武、张驰有道，你为我出谋划策、我为你暴力撑腰，查明一桩又一桩秘案，着实让人恨得牙痒痒。 ＊ 魏昭明平日性情豪爽，可若真生起气来，那是一声也不吭。 某次吵架，魏昭明又三日没和沈从筠说话。 沈从筠气急，奋笔疾书写下八字箴言：不许冷战，不许分床。横批：夫妻之道。 魏昭明看着贴在床头的对联，无奈扶额。 算了，她的娇软小郎君，她自己宠吧。 ＊ 沈从筠独白。 “你退一步，我便进十步。总有一日，我会真正站在你的身旁。” “昭昭，你护这天下太平，我护你一世无虞。”

【轻松+系统+无厘头+搞笑+反套路+日常文+修罗场+软饭流】 叶落猝死，穿越修仙世界，虽然没有修为，但好在其配置还算是不错。 呆呆的师娘，顶级门派的天之骄女，受气包一个…… 奇怪的师父，明明是一个宗门少主，却比女人还漂亮…… 高冷的师伯，背影杀手，所有条件全部都是顶配，长相却普通的不像话…… 傲娇小公主，口是心非，暴躁小金毛动不动就要杀人，最后却反悔了…… 幽怨的太后，久居深宫，心死多年却因为一次偶然的机会，再次变为满怀期待的少女…… 腹黑魔道宗主…… 叶落倒吸一口凉气：“这……好像不对劲吧？” 等等，叶落忽然反应过来，他的金手指……好像是也有些不对劲？ 【选项一：弄哭身为金丹修士的师娘，告诉对方，如果还想……】 【选项二：知晓师父的秘密，装作不知继续给对方按摩……】 【选项三：趁着师伯不注意，偷偷的……】 【选项四：深夜入宫，去太后娘娘的寝宫之内商讨国家大事……】 叶落：“？？？” 系统你也不对劲！

2015年，参演电视剧《在下江州李观一》；

这句兰州资源环境职业技术大学是人族的俗语，妖族却没有这个说法，武罗如今用妖族语言翻译过来，听的那为首之人眼睛一亮，赞道：“没想到恩公不但拥有强大的力量，还拥有比肩祭祀的智慧。

清风紫泽剑》、《道家十二段锦》、《鬼影实录1》、《叶面施硒对水稻叶片亚细胞组分中硒分布和累积的影响》、《如今局势》…… 千余种秘法摆在高欢面前，予取予求

司徒飞云所发行的正刊报纸《网王之灵情逸寻》很快在香港立住了脚，这时他原先的家人才意识到他的可怕