Study The Relationship Between Narcissistic Leadership And Employee Feedback-Seeking Behavior

"Feedback" is often regarded as a management method to improve the performance of the organization,which can help the personnel to find problems and adjust their own situation in time,so as to better achieve the work tasks of the organization.However,the top-down feedback from the leaders on work-related information may not be able to meet the needs of the employees in a timely and accurate manner,and sometimes there may even be a "feedback vacuum",which is not conducive to the improvement of employees’ work performance.The practice of employees actively seek feedback from their leaders from the bottom up can overcome these shortcomings,thus promoting the long-term development of employees and teams.Therefore,the social value of feedback-seeking behavior is increasingly valued by people.As a key part of the team,leaders directly control the resources of the whole team,and their behavior and attitude will influence employees’ work attitude and behavior,it also have an impact on employees’ feedback seeking.However,through the analysis and summary of the existing literature,finding that previous studies mostly focused on the research of the positive characteristics of leaders on the feedback seeking behavior of employees,paid more attention to the effectiveness of leaders and those factors that contribute to the improvement and development of organizational performance,and rarely focused on the negative leadership characteristics,for instance,the relationship between narcissistic leadership and the feedback among employees.In reality,those in leadership positions tend to be narcissistic,or tend to show narcissistic characteristics.Based on the social exchange theory,this dissertation builds a bridge to find out the relationship between narcissistic leadership and employee feedbackseeking behavior,and at the same time,deeply dig out the function between the leader-member exchanging and power.clearly reduce the effect on the relationship between leaders and members.In this study,301 employees are as samples of questionnaire survey and data were collected at two time points and more than two weeks apart.The data were matched by mobile phone of last four numbers and analyzed by statistical software like SPSS26.0,Processv3.3 and Mplus7.11.Based on data analysis,here are the results:(1)there is an obviously negative connection between narcissistic leaders and employees’ feedback-seeking behavior,so the more narcissistic the leader is,the less employees’ feedback-seeking behavior;Narcissistic leadership can lower the quality of leader-member exchange relationship.(2)leadermember exchanging as agent and intermediary between narcissistic leader and employee feedback-seeking behavior;(3)the distance of power adversely adjust the relationship between narcissistic leaders and leader-member exchange,that is to say,employee the higher power distance orientation lower the negative affection of narcissistic leadership,and the quality of exchange relationship between leaders and employees was worse.What’s more,the mediating effect between the leader-member exchange and feedback-seeking behavior of narcissistic leaders was justified by power distance.That is to say,the power distance of employees is higher,the negative effect of narcissistic leadership on leader-member exchange will be lessened,and then the negative effect of narcissistic leaders on employees’ feedback-seeking behavior will be decreased,so whether employees will seek feedback from leaders will not be changed by whether the leaders are narcissistic or not.According to the research in this paper,the gap in the study of employee feedback seeking behavior by narcissistic leaders can be filled.Understanding that employees’ sense of power distance can weaken the influence of leadership on employees,help enterprises to grasp the initiative in talent selection,and provide some practical suggestions for enterprise human resource management.