Supervisor career success and feedback-seeking promotion: a COR theory model of resource crossover, justice climate, and employee motivation
基于资源保存理论，研究了主管职业成功如何通过促进反馈寻求行为提升员工改进动机，并发现程序公平氛围调节这一过程，对组织管理实践有启示。
The human resource management literature has demonstrated that supervisor feedback-seeking promotion and employee motivation to improve are essential for organizational effectiveness. Yet this literature faces three key problems: limited theorizing on the antecedents of supervisor feedback-seeking promotion, minimal research linking it to employee motivation to improve, and a lack of attention to cross-level moderators. We address these issues by developing and testing a multilevel crossover model grounded in Conservation of Resources (COR) theory. We theorize that supervisor subjective career success functions as a personal resource that motivates supervisors to promote feedback seeking, which in turn energizes employee motivation to improve. We also propose that procedural justice climate operates as a contextual condition that shapes the effectiveness of supervisor resource investment. Using multi-source, multilevel data, we find support for several key relationships, including cross-level mediation and moderation, and identify potential conditions under which feedback-seeking efforts may yield diminishing returns. Our findings extend COR theory by incorporating motivational crossover and resource caravan passageways into a leadership context. Practically, they suggest that organizations can promote performance-enhancing feedback environments by supporting supervisor career development and ensuring fair procedures at the unit level.