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Purpose Using social exchange theory, this paper explores the relationship between supervisor perceived organizational support and supervisor developmental feedback. It verifies the mediating role of supervisor felt obligation to organization and the moderating role of supervisor core self-evaluation in this relationship. Design/methodology/approach A two-wave survey sampling method was applied to collect 247 pieces of paired data (supervisors-new employees) in organizations in China. Findings The results show that supervisor felt obligation to organization mediates the relationship between supervisor perceived organizational support and supervisor developmental feedback. The findings suggest that a high level of supervisor core self-evaluation strengthens the relationship between supervisor perceived organizational support and supervisor felt obligation to organization and then facilitates supervisor developmental feedback. Originality/value This study combines two perspectives, organizational factor and supervisor trait, to reveal the occurrence mechanism of supervisor developmental feedback and complements the research on the influencing factors of supervisor developmental feedback. In addition, it provides some theoretical guidance and practical insights into how organizations can motivate supervisors to provide developmental feedback to new employees.
Zhao et al. (Wed,) studied this question.