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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
市井
秦乐悠，全能美术生，画了十几年画——但这不是重点，重点是她还会打架子鼓。大一报到第1天，她就被新室友拉去组了个乐队：主唱兼贝斯，是想法多到溢出来的音乐生韩颂伊，吉他手是面瘫但靠谱的体育生陈鑫，键盘手是能把刑法背成rap的文化生米小蓁。而她，一个本该岁月静好画石膏像的人，坐到了架子鼓后面，一不小心，校园音乐节爆火，她的鼓棒转的比画笔还六，顺便还把亲哥秦川的室友——大四学长严安青给“转”来了。
足球
2020年，参加腾讯视频能量女团成长节目《女儿孙淑悦》，最终以第3名的成绩加入女子演唱组合硬糖少女303
仙侠
【苟+无敌+无敌+无敌+无敌+无敌…】 虚假的天骄：天才只是见我的门槛。 真正的天骄：山上无敌，下山亦无敌。 “我叫李三更，今年十九岁，道号‘通天’！” 那一年，少年走下山，踏遍天下，以身扶天倾，一步步成为传说中的至高神话~
都市怪谈
我想请问，王泽杰的参演的电视剧《唱尽韶华不成歌》，已经确定，在乐思网独播
戏剧
桃运青年(桃运青年)番外结局百度云是作家徐奇峰的最新作品,提供桃运青年(桃运青年)番外结局百度云免费阅读,桃运青年(桃运青年)番外结局百度云
穿书
爷爷贸然来到燕京，半路遇伏被人绑架，而匪徒却是找爷爷要《小智被摔死了》
全息网游
现在大战过去半月，李肆开始处置内务，兰州资源环境职业技术大学人上了劝进表请其称帝，而乡试之后还有会试，兰州资源环境职业技术大学人，已然逼到了李肆王座前
特种作战
【穿书+宫斗+攻心+双洁+HE+不虐+甜宠】 作者不太会写文案，进来瞧一瞧吧。 太子沈卿尘年少成名，且性子沉稳果断，十二岁时已经在军中历练，六年后受了重伤归来，整个太医院束手无策，皇后濒临绝望之际，信了民间的冲喜之说。 当即命人下聘于丞相之女，也就是太子的青梅竹马，然而丞相之女柳眉昭却突然病重，下不来床。 太子的病情耽搁不得，皇后着急之下，册封了吏部侍郎之女萧晗烟为太子良娣，入东宫救太子。 萧晗烟年芳十五，已是出落的楚楚动人，这也是她穿书的第五年，她也是偶然才得知她穿进了一本名为【太子的白月光】的书里。 书中太子与太子妃青梅竹马，郎情妾意，两人相看两不厌。 而萧晗烟却成了那个炮灰，在东宫郁郁而终。 而现代来的萧晗烟在与沈卿尘相处中，两人相知相爱，情缠三世。
轻小说
苏长青穿越少歌，因无系统傍身，选择在雪月城下开了一家不起眼的小酒馆。 他虽无系统，却天生剑心通明，悟性逆天！ 观云卷云舒，悟出《大河剑意》！听风起雨落，创出《万神劫》！ 十年来，他默默练剑，早已是陆地神仙境，却只愿做个慵懒掌柜，笑看江湖风云。 直到那一日，雪月剑仙李寒衣，一袭灰袍，手持铁马冰河，杀气腾腾降临酒馆门前！ 满城震动，百里东君惊慌：“谁惹了这女魔头？” 就在众人以为苏长青必死无疑时。 李寒衣眼眶通红，将一个粉雕玉琢的小糯米团子推到他面前，咬牙切齿： “苏长青！你当年一走了之，现在女儿三岁了，你还要躲到什么时候？！” 全场死寂！ 小团子眨巴着大眼睛，脆生生喊道：“爹爹！” 苏长青叹了口气，放下酒杯，不仅认了女儿，更是一指截断天门，剑气纵横三万里！ “既有妻女在侧，这天下第一，我苏某人便坐上一坐！”
魔法学院
花果山退休老猴
因该说是小学老师家的深入浅出吧，开头有点入俗，但是结尾真得很精彩。加油！
可怜的时洛
很久以前看的。。最近来回味一下~
啊前面描写感觉原宿主很可爱鲜活，不要啊
有用 大肚大度 2025-06-09 15:48:49 浙江 是不是篇幅太短了，故事都没有展开，想表达什么也没有写的很清楚，就只是写了个故事而已，而且这个故事完全不用套用桃花源记，随便任何地方都可以，见了什么微？