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EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE

Whitaker, Brian
http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858

Abstract Details

2007, Doctor of Philosophy, University of Akron, Psychology-Industrial/Organizational.
Contemporary feedback researchers have adopted theoretical perspectives in which broad personal characteristics interact with the work environment to influence a more narrow, domain-specific trait (i.e., feedback orientation), which in turn, is thought to affect the extent to which individuals engage in the feedback process and feedback seeking. However, to date empirical studies have not examined whether individual difference variables moderate the effects of the feedback environment. In the present study, the organization’s feedback environment was thought to interact with trait goal orientation to influence feedback orientation, in turn influencing the extent to which one engages in feedback seeking behavior. In addition, the current study assessed the mediating influence of role clarity on the feedback seeking/ job performance link and the moderating effects of social skill on the feedback seeking/role clarity relationship. While the primary focus of this study was on the model linking the feedback environment to feedback seeking to impact job performance, this study had a secondary purpose; to more closely investigate the link between the multidimensional constructs of the feedback environment and feedback orientation. With the exception of the direct link between feedback seeking and job performance, the results support the proposed model. Perceptions of a supportive feedback environment influence employee feedback orientation, which in turn, positively influence feedback seeking behavior. Furthermore, while feedback seeking directly influenced job performance, role clarity partially mediated this relationship. Moderator analyses indicated that learning goal orientation and performance-avoid goal orientation moderated the feedback environment/feedback orientation link. Results of the facet-level analyses demonstrated that supervisor feedback quality accounted for more variance in utility, accountability, and social awareness than any other feedback environment subdimension, whereas coworker feedback quality accounted for more variance in utility and social awareness.
Paul Levy (Advisor)
Psychology, Industrial
FEEDBACK SEEKING; FEEDBACK ENVIRONMENT; FEEDBACK; feedback orientation; goal orientation; SEEKING; JOB PERFORMANCE

Recommended Citations

Citations

  • Whitaker, B. (2007). EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE [Doctoral dissertation, University of Akron]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858

    APA Style (7th edition)

  • Whitaker, Brian. EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE. 2007. University of Akron, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858.

    MLA Style (8th edition)

  • Whitaker, Brian. "EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE." Doctoral dissertation, University of Akron, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858

    Chicago Manual of Style (17th edition)

akron1187456858
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© 2007, all rights reserved.
This open access ETD is published by University of Akron and OhioLINK.