The Dual Effects Of Negative Feedback On Employee Innovation Performance In The Context Of Innovation

With the development of the times,the competition among enterprises is becoming more and more fierce,and innovation has become the driving force for the survival and development of enterprises.Innovation activities in enterprises cannot do without R&D personnel.How to improve the innovation ability and innovation performance of R&D personnel has become the top priority for the survival and development of enterprises,and it is also the focus of academic research in recent years.Whether in daily work or innovation work,employees may receive negative feedback from leaders if their performance is not up to standard.Negative feedback is a two-sided thing.In the past research on negative feedback,scholars mainly focused on the negative effect of negative feedback.Few studies focused on the positive effect of negative feedback,and few on the double effect of negative feedback.Negative feedback may have a positive / negative impact on R&D personnel,so when it will have a positive / negative impact,how to turn negative feedback into positive and promote R&D personnel to improve innovation performance has become the research topic of this paper.Feedback intervention theory holds that only when employees realize that there is a gap between the current performance level and the target,can they produce the corresponding response.Negative feedback can point out the gap and make employees react accordingly,but different individuals may have different reactions.Negative feedback,as a criticism,may hurt employees’ feelings and make them produce negative emotions.Therefore,it can reduce innovation performance and make employees aware of their own mistakes,so as to improve innovation performance.When R&D personnel have problems in innovation work,their own self-efficacy will have an important impact on how they treat innovation and how hard they treat innovation.The sense of self-efficacy may affect employees,leading to different reactions in the face of negative feedback.Therefore,this study takes organization members as samples to explore the impact mechanism of negative feedback on employee innovation performance,and test the specific role of negative emotion,work engagement and self-efficacy in its impact mechanism,hoping to provide reference for related enterprises to achieve better innovation management.Based on the review of previous studies,this study proposes a theoretical model involving five main variables,in which negative feedback is the independent variable,innovation performance is the dependent variable,negative emotion and work engagement are the mediating variables,and self-efficacy is the moderating variable.At the same time,referring to the domestic and foreign mature scale,the questionnaire of this study was compiled.Finally,341 valid questionnaires of enterprise organization members in Suzhou,Nanjing and other four cities were taken as the research samples for statistical analysis.The main results are as follows: negative emotions mediate the relationship between negative feedback and employee innovation performance;Dedication,vitality and concentration mediate the relationship between negative feedback and employee innovation performance;Self efficacy moderates the mediating effect of dedication and concentration on negative feedback and employee innovation performance,while self-efficacy cannot regulate the mediating effect of vitality on negative feedback and employee innovation performance;Self efficacy moderates the mediating effect of negative emotion on negative feedback and employee innovation performance.This paper empirically tests the dual mediating model of negative feedback on employee innovation performance,and enriches the related research of negative feedback on innovation performance.The results of this study provide a new way to understand the dual effects of negative feedback on innovation performance,and help employees to view negative feedback more comprehensively.At the same time,this paper verifies that self-efficacy as a moderating role,to a certain extent,expands the related research of self-efficacy,and enriches the application research of self-efficacy in the field of feedback.