You may be missing the authority dynamic here.
If your co-worker looks at a designed object and says "needs more blue, change the word "giant"", that's feedback which you can then incorporate, but can also reject if you think it doesn't help the project.
If your direct boss says the same thing, and you don't have the understanding with them that you are totally free to ignore their feedback, you'll have somewhere between strong pressure and absolute requirement to implement their changes.
At that point, the pressure in many ways is actually on your boss.
If your boss has come up with good changes that you agree with, you'll probably be OK with it if you're as positive toward criticism as you say. (And if, say, your boss hasn't chosen the time when you've already been working on this thing all day, it needs to go out in an hour, and you thought you were ready to go home.)
But if your boss's changes are ones you don't agree with, and you do feel forced to implement them, then you'll probably start getting annoyed.
If that happens a lot you're likely to, as you say, change jobs. And if you happen to be very skilled, that's a problem for your organisation - one that could have been avoided if your boss had avoided dropping in his $0.02, or at least had chosen another way to do it.