工商管理学院知识库

为了避免“一言堂”式的决策风险，不少企业鼓励员工参与到企业决策中“献 计献策”，也需要员工表现出更多的反馈寻求行为，以更好地规避决策风险应对 激烈地外部环境。然而，部分学者研究证实决策参与的影响效果并不必然是理想的，即决策参与的积极反馈效价并不总是奏效。既有文献梳理结果显示，现有研究对决策参与的影响研究呈现“两面化”趋势。因此，本研究基于工作要求-资源模型（JD-R），从两条路径出发揭示决策参与对员工反馈寻求行为的“双刃剑”效应，以期更全面地剖析决策参与的影响效果。具体来说，本研究基于工作要求-资源模型（JD-R），从“增益”路径和“损耗”路径出发，构建了决策参与通过工作自主性和角色负荷影响员工反馈寻求行为的“双刃剑”模型，并基于调节焦点理论考察个体自我调节倾向（促进调节焦点、防御调节焦点）在决策参与工作自主性、角色负荷及员工反馈寻求行为之间发挥的调节作用其中发挥的作用，以期立足于企业实行决策参与的现实背景，为企业实行决策参与行为并提升员工反馈寻求行为提供理论参考和决策指导。本研究采用文献研究法、问卷调查法、统计分析法展开论文写作，利用SPSS26.0、AMOS26.0及PROCESS插件对321个配对样本进行数据分析，检验结果如下。

实证检验结果显示：（1）决策参与对员工反馈寻求行为的正向影响效应大于负向影响效应，即合理的决策参与能够促进员工反馈寻求行为；（2）工作自 主性和角色负荷在决策参与员工反馈寻求行为之间起部分中介作用；（3）促 进调节焦点正向调节决策参与工作自主性之间的关系；（4）防御调节焦点正 向调节决策参与角色负荷之间的关系；（5）促进调节焦点对工作自主性的中 介作用的调节不显著；（6）防御调节焦点正向调节角色负荷的中介作用。

基于实证检验结果，本研究在理论层面丰富了决策参与行为的中国情境研究，也对决策参与员工反馈寻求行为之间的关系提供了更完整的框架。研究结论在 合理发挥决策参与的效能、激活员工工作自主性、减轻员工角色负荷以及关注个体特质调节焦点等方面提出对策建议，为企业最大化发挥决策参与的效能，引导积极地员工反馈寻求行为提供启示。

In order to avoid the decision-making risk of ‘one word', many enterprises encourage employees to participate in the decision-making of enterprises, and also need employees to show more feedback seeking behavior, so as to better avoid the decision-making risk and deal with the fierce external environment. However, some scholars have confirmed that the effect of decision-making participation is not necessarily ideal, that is, the positive feedback valence of decision-making participation does not always work. The results of the existing literature review show that the existing research on the impact of decision-making participation presents a 'two-sided' trend. Therefore, based on the job demand-resource model (JD-R),this study reveals the 'double-edged sword' effect of decision making participation on employee feedback seeking behavior from two paths, in order to more comprehensively analyze the impact of decision making participation. Specifically, based on the job demand-resource model (JD-R), this study constructs a 'double-edged sword' model of decision making participation affecting employee feedback seeking behavior through job autonomy and role load from the 'gain' path and 'loss' path. Based on the regulatory focus theory, this study examines the role of individual self-regulation tendency (promotion focus, defense focus) in the adjustment of decision-making participation and job autonomy, role load and employee feedback seeking behavior, in order to provide theoretical reference and decision-making guidance for enterprises to implement decision-making participation behavior and improve employee feedback seeking behavior based on the realistic background of enterprise decision making participation. In this study, literature research, questionnaire survey and statistical analysis were used to write the paper, SPSS26.0, AMOS26.0 and PROCESS plug-in were used to analyze the data of 321 paired samples, the test results are as follows.

The empirical test results show that: (1)The positive effect of decision making participation on employee feedback seeking behavior is greater than the negative effect, that is, reasonable decision-making participation can promote employee feedback seeking behavior;(2)Job autonomy and role overload play a partial mediating role between decision-making participation and employee feedback seeking behavior.(3)Facilitating regulatory focus positively moderates the relationship between decision making participation and job autonomy;(4)Defense regulatory focus positively moderates the relationship between decision-making participation and role load;(5)The mediating effect of promotion regulatory focus on job autonomy is not significant;(6)Defense regulatory focus positively moderates the mediating effect of role load.

Based on the empirical test results, this study enriches the Chinese context research on decision-making participation behavior at the theoretical level, and also provides a more complete framework for the relationship between decision-making participation and employee feedback seeking behavior. The conclusion of the study is this paper puts forward countermeasures and suggestions on giving full play to the effectiveness of decision making participation, activating employees' work autonomy, reducing employees' role load and paying attention to the focus of individual trait adjustment, so as to provide enlightenment for enterprises to maximize the effectiveness of decision-making participation and guide employees to actively seek feedback.