| The increasing complexity and diversity internal and external environment of an organization has brought new challenges to managers.Employees’ proactive thinking about and expression of constructive suggestions intended to improve the efficiency of the organization are more important than before for the organization to maintain healthy operation and maintain market competitiveness.In addition,the development and popularization of electronic information technology and electronic communication media overcome the limit of space and time in communication,which also provides new options for supervisor-subordinate communication and feedback in the workplace,thus the two types of information expression behaviors in organizations,namely,supervisor developmental feedback and voice behavior,are increasingly concerned by academic and managers under this situation.Social exchange theory,as a classical theoretical paradigm of economics,management,psychology,sociology and other multidisciplinary research,holds that in social exchange,when one party helps or gives something to the other side,the other party will first have a sense of obligation to repay the party after perceiving the act,which will eventually turn to practical action in the same or different forms sometime in the future.At the same time,with the deepening of the exchange relationship,the exchange parties will gradually establish a stronger trust relationship and show stronger reciprocity behavior and exchange willingness in the future exchange.Based on the above social exchange process,this study proposes that supervisor developmental feedback,as an information expression behavior that is helpful for employees’ development,will make subordinates have a felt obligation to care about the organization and help the organization achieve its goals,which in turn makes it possible for employees to repay the organization in some extra-role behaviors,such as voice behavior,intended to improve the efficiency of the organization.In addition,trust in supervisor also plays an important role in the exchange process.When the trust of subordinates to their superiors is higher,they will show more obvious voice behavior after feeling the developmental feedback provided by their supervisors.Using Self-reported electronic questionnaire for data collection,this study obtained 223 valid sample data from enterprise employees after necessary data cleaning.SPSS19.0 and AMOS22.0 were used for data analysis,and the final results showed that:(1)supervisor developmental feedback can significantly and positively affect subordinates’ voice behavior.(2)felt obligation plays the role of partial mediation between supervisor developmental feedback and subordinate’s voice behavior.(3)Trust in supervisor significantly and positively moderates the relationship between supervisor developmental feedback and subordinates’ voice behavior.The management implications of this study mainly include:(1)on the one hand,managers need to pay enough attention to the important role of voice behavior for team and even organization management in daily management practice,on the other hand,they need to fully recognize the hindering factors of voice behavior and strive to create an environment that can eliminate employees’ concerns.(2)managers should constantly convey some developmental feedback to subordinates to help them study,development and make progress,which may enhance the subordinates’ belief of caring about group and helping organizations achieve their goals and eventually encourages subordinates’ proactive thinking and expression of construction suggestions intended to increase the efficiency of the organization.(3)managers should pay attention to the establishment and deepening of trust relationship with subordinates in daily management practice,and actively create a trustworthy image in the eyes of subordinates. |
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