Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader-member exchange on supervisory performance ratings
Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader-member exchange on supervisory performance ratings
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你真的在做老板眼中的好事吗？
DOI：
10.1002/hrm.21851
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发表时间：
2018
影响因子：
6.6
通讯作者：
van Dick Rolf
中科院分区：
文献类型：
--
作者：
Schuh Sebastian C.;Zhang Xin-an;Tian Peng;Morgeson Frederick P.;van Dick Rolf
组织越来越依赖于员工的创新努力。然而，领导者和员工之间的关系的质量可能会影响员工对他们的创新工作行为的认可。从社会认知的角度，我们测试了一个模型，其中领导-成员交换（LMX）调节员工的创新工作行为对员工绩效的监督评级的影响。两项结合自我、同事和主管评级的多维度研究的结果一致表明，当员工拥有高质量的LMX关系时，他们通过参与创新的工作行为获得更有利的绩效评级。此外，我们发现，这种互动关系是由领导者对创新员工努力的看法所介导的，为适度的中介模型提供了支持。绩效评估，LMX和创新的文献的影响进行了讨论。
Organizations increasingly depend on employee efforts to innovate. However, the quality of relationships between leaders and employees may affect the recognition that employees receive for their innovative work behaviors. Drawing from a social cognition perspective, we tested a model in which leader–member exchange (LMX) moderates the impact of employee innovative work behavior on supervisory ratings of employee performance. Results from two multisource studies combining self, colleague, and supervisor ratings consistently showed that employees receive more favorable performance ratings by engaging in innovative work behavior when they have high‐quality LMX relationships. Moreover, we found that this interactive relationship was mediated by leader perceptions of innovative employee efforts, providing support for a moderated mediation model. Implications for the literatures on performance appraisal, LMX, and innovation are discussed.