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Eva, Nathan and Meacham, Hannah and Newman, Alexander and Schwarz, Gary and Tham, Tse Leng (2019) 'Is Co-Worker Feedback More Important than Supervisor Feedback for Increasing Innovative Behavior?' Human Resource Management, 58 (4). pp. 383-396.

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Abstract

A growing body of research explores human resource management practices that encourage employees to innovate. In this study, we examine the links between different sources of feedback (supervisor and co-worker) and employees’ innovative behavior. Drawing on social exchange theory and the job demands-resources theory, we first propose that work engagement and psychological contract breach mediate the relationship between supervisor feedback and employees’ innovative behavior. Second, we propose a moderated-mediation model in which co-worker feedback attenuates the relationships between supervisor feedback and employees’ innovative behavior through the mediating mechanisms of both work engagement and psychological contract breach. Using three waves of multi-source data from 300 Chinese employees and their 64 supervisors, we found a dual-mediation pathway by which employees’ work engagement and perceptions of psychological contract breach mediate the influence of supervisor feedback on innovative behavior. Our results also show that co-worker feedback can be used to supplement the lack of supervisor feedback when required. Organizations are advised to ensure that employees obtain regular feedback from multiple sources because such feedback can promote employees’ work engagement and perceptions that the organization is upholding its side of the psychological contract, which fosters employees’ innovative behavior.

Item Type: Journal Article
Keywords: Co-worker feedback; innovative behavior; psychological contract breach; supervisor feedback; work engagement.
SOAS Departments & Centres: Departments and Subunits > School of Finance & Management
ISSN: 1099050X
Copyright Statement: © 2019 Wiley Periodicals, Inc. This is the version of the article accepted for publication in Human Resource Management published by Wiley: https://doi.org/10.1002/hrm.21960
DOI (Digital Object Identifier): https://doi.org/10.1002/hrm.21960
Date Deposited: 21 Feb 2019 11:50
URI: https://eprints.soas.ac.uk/id/eprint/30420

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