Purpose

The purpose of this study is to understand the conditions in which subordinates, after making a mistake, are more likely to engage in feedback avoidance behaviour (FAB), a set of behaviours that could ultimately jeopardise patient safety in a health care context.

Design/methodology/approach

This study used a sample of 183 independent leader-subordinate dyads in the health care service sector. For this study, a multiple mediator model in which three types of conflict (task conflict, relationship conflict and process conflict) were tested and acted as mediating mechanisms that transmitted the effects of perceived dissimilarity to FAB.

Findings

The results supported the mediating role of two of the three forms of conflict and highlighted the consequences of dissimilarity between supervisors and subordinates in the healthcare setting.

Research limitations/implications

One of the noteworthy limitations of this study was that this study used cross-sectional time-lagged data. Future research should use a more rigorous longitudinal approach such as a cross-lagged design (Whitman et al., 2012) to explore the dynamic nature of dyadic relationships over time.

Practical implications

An important implication of our study results suggests that health care leadership development training should provide opportunities to increase awareness of the tendency of leaders to treat subordinates perceived as dissimilar more negatively.

Originality/value

These results contribute to our understanding of the interpersonal processes between subordinates and their supervisors, which could have a significant impact on organisational outcomes in the health care setting.

中文翻译：

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感知到的差异与避免反馈行为之间的关系：测试多重中介模型

目的

这项研究的目的是了解下属在犯错之后更有可能参与反馈回避行为（FAB）的情况，反馈回避行为（FAB）可能最终损害医疗保健环境中的患者安全。

设计/方法/方法

这项研究使用了卫生保健服务部门中183个独立的领导者-下属成员的样本。对于本研究，其中测试了三种类型的冲突（任务冲突，关系冲突和过程冲突）的多媒介模型，并充当了将感知到的差异传递给FAB的中介机制。

发现

结果支持了三种冲突形式中的两种冲突的调解作用，并强调了在医疗机构中主管和下属之间差异的后果。

研究局限/意义

这项研究的值得注意的局限性之一是该研究使用了横截面时间滞后的数据。未来的研究应使用更严格的纵向方法，例如交叉滞后设计（Whitman等人，2012），以探索二元关系随时间的动态性质。

实际影响

我们的研究结果的一个重要含义表明，卫生保健领导力发展培训应提供机会，以提高人们对领导者对待负面下属的下属的倾向的认识。

创意/价值

这些结果有助于我们了解下属及其主管之间的人际关系，这可能会对医疗机构的组织成果产生重大影响。