Abstract
This study examines the curvilinear relationship between supervisor negative feedback and employees’ job performance, and the moderating effects of leader-member exchange (LMX). Using two-wave data from 259 dyads of employees and their immediate supervisors, we find that the inverted U-shaped curvilinear relationship between supervisor negative feedback and employees’ job performance is significant. In addition, the result reveals that such curvilinear patterns only exist when LMX is low. Finally, we discussed the implications, limitations, and future research.
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