A Study On The Effect Of Supervisory Developmental Feedback On Cyberloafing

With the rise and development of technology,the Internet has become the most important channel to obtain information in the 21 st century.From online chatting to online shopping,online searching to online office,it has greatly facilitated people’s life.However,behind the convenience and efficiency of the Internet,there are also various risks and challenges.According to the Internet survey report,as of June 2022,China’s Internet users have reached 1.051 billion,and the average time spent online has reached the level of 29.5 hours per week.People’s reliance on the Internet is getting deeper and deeper,not only in life but also at work.In modern enterprises,the presence of the Internet has greatly improved the company’s office efficiency,and the paperless office not only saves resources,but also shortens the communication channels between upper and lower levels.However,it is the massive popularity of the Internet that leads employees to subconsciously seek entertainment and solve personal problems online,which leads to cyberloafing.In previous studies,research on cyberloafing has focused on organizational policies,organizational environment,work pressure,and personal characteristics,but little research has been conducted on how leaders can inhibit employees’ cyberloafing behavior.In the workplace,leaders,as managers of the organization,spend a lot of time with employees and have formal status and power,and can have a great influence on employees.Therefore,this study investigates the specific mechanism by which developmental feedback from superiors can have an effect on cyber-idle behavior and under what conditions it can have an effect on this mechanism,based on the moderating focus theory.The regulatory focus theory suggests that employees are easily motivated to promote focus by positive situations at work,and that employees with a promotional focus will adopt an aggressive and productive approach to achieve their goals and ideals.Therefore,this study proposes the theoretical model that developmental feedback from superiors inhibits the occurrence of network idleness by stimulating employees’ facilitative focus.It also introduces the concept of Interactional Justice(IJ)to propose a theoretical model with moderated mediation.This study argues that in China’s humanistic society,a sense of fairness in human interaction is highly valued,especially in the same organizational setting.When employees perceive a low level of interactional fairness,they will have a sense of falling short and thus distrust their superiors,and therefore,will diminish the impact of the positive situation of developmental feedback from superiors on employees,and conversely,when employees perceive a high level of interactional fairness Conversely,when employees perceive a high level of interactional fairness,this process is reinforced.In this study,275 valid questionnaires were obtained through data collection and screening by using a developed domestic and international scale,and anonymous questionnaires were distributed to working employees via the Internet.developmental feedback had a negative effect on online idle behavior.At the same time,interactional justice positively moderated the effect of superior developmental feedback on facilitation focus,and positively moderated the mediation mechanism of superior developmental feedback-facilitation focus-cyberloafing behavior,and the moderated mediation model was validated.At the end,the shortcomings of this study and the outlook for the future are presented.