授权型领导对员工反馈寻求行为的影响机制：领导差异化授权两阶段的调节作用

从员工直接感知的角度编制领导差异化授权问卷，并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现：（1）授权型领导正向预测员工的领导认同与反馈寻求行为；（2）领导认同在授权型领导与反馈寻求行为中起中介作用；（3）领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用，即调节了中介过程的第一段（授权型领导−领导认同）与第二段（领导认同−反馈寻求行为）。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应，可为管理实践中促进反馈寻求行为提供科学参考。

Mechanism Underlying the Impact of Empowering Leadership on Feedback Seeking Behavior: Two-Stage Moderating Effects of Differentiated Empowering Leadership

This study developed Differentiated Empowering Leadership Questionnaire from direct perception. By constructing a two-stage moderated mediation model, the present study revealed the mechanism underlying the impact of empowering leadership on feedback seeking behavior and the moderating effect of differentiated empowering leadership. A total of 338 employees participated in this survey. The results showed that, first, empowering leadership had a significant positive effect on feedback seeking behavior. Secondly, leader identification mediated the relationship between empowering leadership and feedback seeking behavior. Finally, differentiated empowering leadership moderated the mediating role of leadership identification in the relationship of empowering leadership and feedback seeking behavior, that is, it moderated both the first stage (the relationship between empowering leadership and leader identification) and the second stage (the relationship between leader identification and feedback seeking behavior) of the mediation process.