The Influence Mechanism of Supervisor Developmental Feedback on the Enactment of Employees' Creative Ideas: A Moderated Chain Mediation Model Based on Psychological Empowerment.

Haiman Liu,Jiancheng Long

doi:10.3389/fpsyg.2021.696034

Abstract

Employees’ creative idea enactment is critical for organizational creativity assessment and innovation implementation. In the paper, we want to develop and verify a moderated chain mediation model to explore the impact of supervisor developmental feedback on the enactment of employees’ creative ideas, and to investigate the moderating role of psychological empowerment further. Hierarchical regression analyses of the multi-time data from 375 employees in China indicate that positive emotions and work engagement, respectively mediate the relationship between supervisor developmental feedback and employees’ creative idea enactment. Simultaneously, positive emotions and work engagement form chain mediation between supervisor developmental feedback and creative idea enactment. Besides, we find that psychological empowerment negatively moderates the relationship between supervisor developmental feedback and employees’ positive emotions, as well as moderates the chain mediating effect of this paper. The present study not only contributes to the literature on feedback and innovation, but also provides practical guidance on how to seek remedies to facilitate employees’ creative idea enactment from the perspective of human resource management.

Highlights

In the hypercompetitive environment, creative idea, as the hallmarks of contemporary business, is regarded as the significant source of competitive advantage (Sachpazidu-Wojcicka, 2017; Li et al, 2019)
We propose a chain mediation effect between supervisor developmental feedback and the enactment of employees’ creative ideas
We developed the following hypothesis: Hypothesis 5: Psychological empowerment negatively moderates the relationship between supervisor developmental feedback and positive emotions

Summary

Introduction

Creative idea, as the hallmarks of contemporary business, is regarded as the significant source of competitive advantage (Sachpazidu-Wojcicka, 2017; Li et al, 2019). Employees judge whether an idea is creative or novel is subjective, and if creative ideas are not appraised or appreciated by supervisors, the organization’s innovation would lose the opportunity to be implemented (Harvey, 2014; Mueller et al, 2017). Faced with this situation, recent documents have proposed the concept of creative idea enactment, which could reflect the novelty, uniqueness, and value of ideas to achieve greater. Owing to creative idea enactment closely relates to the supervisor’s assessment of creativity and the core competitiveness of the company, it is imperative to seek remedies to accelerate the enactment of employees’ creative ideas in the context of practitioners lamenting the slow pace of organizational innovation

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