寻求反馈能改善绩效吗?——反馈寻求行为与个体绩效关系的元分析

利用元分析方法探讨反馈寻求行为(FSB)与个体绩效的关系以明确其能否改善个体绩效。共有62篇实证研究纳入元分析, 被试总人数达15141人。结果表明：反馈寻求行为与个体绩效呈中等程度正相关(r = 0.329), 且与创新绩效的关系(r = 0.409)强于关系绩效(r = 0.302)和任务绩效(r = 0.258); 询问式反馈寻求行为(Inquiry FSB)与个体绩效及其分维度绩效的关系均强于监控式反馈寻求行为(Monitoring FSB)。文化背景和数据收集方式调节了反馈寻求行为与个体绩效的关系, 该关系在东亚文化背景下(r = 0.393)和截面同源数据中(r = 0.433)最强, 且在纵向配对数据中仍显著正相关(r = 0.154), 充分说明反馈寻求行为能改善个体绩效; 反馈寻求行为的测量工具、反馈源、非自评绩效的主客观性和被试类型的调节效应不显著。研究结果为反馈寻求行为对个体绩效的预测提供了较精确的估计, 并为反馈寻求行为的后续研究指引了方向。     

员工谏言的影响作用探究

选取314对公司员工-上司配对被试作为研究对象,采取问卷调查的方法,探讨员工谏言行为对工作结果变量(工作绩效、工作满意度、组织承诺)是否有积极的影响作用。分析结果表明,员工谏言行为对工作绩效和工作满意度有显著正向预测作用,而对组织承诺没有显著作用;与组织公民行为进行比较分析的结果显示员工谏言行为能更好地预测工作绩效,而组织公民行为是更为宽泛的概念,对工作绩效、工作满意度、组织承诺都有一定的预测作用。     

关于绩效反馈类型和方式的实验研究

本研究要求120名被试完成一个既要求质量也要求数量的任务,旨在探索反馈类型与方式同工作绩效的关系。本实验采用一个3×3双向分类的实验设计,另外附加一个控制组。研究结果表明:(1)总体看来,反馈组的成绩要优于控制组。(2)反馈的性质影响着绩效水平。质量和数量的同时反馈其绩效水平要优于其它类型的反馈。(3)允许自由选择反馈和实施定期反馈能够提高个体的工作绩效。(4)自由选择和定期反馈与数质反馈的结合是取得高绩效目标的最佳控制模式。     

上司不当督导与下属绩效:反馈寻求行为和学习目标定向的作用

本研究从下属反馈管理行为的视角来探索领导与下属的社会交换过程.具体为探讨下属的反馈寻求行为在上司不当督导与下属绩效之间的中介作用,下属的学习目标定向对上述过程中的调节作用.通过问卷法获得306名下属与上司的对偶数据,基于层级回归和Bootstrap分析的结果表明:上司不当督导不仅直接影响下属的绩效,还能通过抑制下属的反馈寻求行为间接地影响员工的绩效;下属的学习目标定向调节着上司不当督导与下属的反馈寻求行为的关系,当下属的学习目标定向越低,上司不当督导对反馈寻求行为的抑制作用更加明显.     

供应链伙伴间的信任、承诺对合作绩效的影响

本文通过问卷调查的方式探讨供应链伙伴间的信任、关系承诺对合作绩效的影响。研究结果显示组织信任、个人信任与合作绩效存在正相关关系,组织信任通过关系承诺对合作绩效的间接影响明显高于其直接影响,个人信任通过关系承诺对合作绩效的间接影响明显不及其直接影响。     

价值取向与社会距离影响经济决策的合作与冲突行为：Chicken Game的证据

采用Chicken Game博弈任务,考察了不同社会价值取向个体（亲社会者与亲自我者）在面对不同社会距离的博弈对手（朋友和陌生人）时表现出的合作与冲突行为。研究结果发现：（1）社会价值取向与社会距离交互影响个体的合作与冲突行为;（2）社会价值取向影响选择策略的反应时,亲社会者选择合作的反应时长于选择冲突的反应时,亲自我者选择合作与选择冲突的反应时没有显著差异;（3）无论对亲社会者还是亲自我者,反馈类型都显著影响个体的合作与冲突行为的选择率以及随后决策的反应时。上述结果表明,个体的合作或冲突行为,并非单一地受到社会价值取向的影响,更可能是受到个人因素（社会价值取向）与其他社会因素（比如,社会距离）的共同调节,并且在这一过程中个体会根据决策后反馈信息不断的调整自己的行为策略。     

基于行为的绩效评定方法的研究进展

从20世纪60年代至今,基于行为的绩效评定一直是各类组织的主要绩效评定方法。基于工作结果的非判断性绩效测量有其难以克服的局限,各种基于工作行为的判断性绩效测量方法相继开发出来。行为指标的筛选成为研究的主要问题之一。组织公民行为、区分作业绩效与关系绩效等研究,向基于行为的绩效评定提出了新的问题。     

性别配对与奖励结构对中学生合作行为的影响

目的:研究不同性别配对与奖励结构对中学生合作行为产生怎样的影响。方法:选择夹豆速度相同的初二学生为研究对象,在不同的性别配对和奖励结构下进行夹豆实验,考察性别配对与奖励结构对中学生合作行为。结果:性别配对对中学生合作行为有显著影响,其中男×男配对组合的合作水平最高,而女×女配对组合的合作水平最低,男×女配对水平居中;另外,针对不同的奖励对象进行实验同样也产生不同的合作水平,奖励个人合作水平较低,奖励组合合作水平较高;在奖励对象为组合时采用不同的计分方式对合作行为也有显著的影响,分别计分合作水平较低,混合计分合作水平较高。结论:应根据初中生的这些特点进行有针对性地引导,促进他们合理的合作和竞争。     

学生评价教师绩效的结构验证性因素分析

文章采用开放式调查、关键事件访谈、理论分析等方法建构了教师绩效的结构,并通过验证性因索分析验证了学生评价教师绩效的结构包含6个一阶因子,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,这6个因子组成了2个二阶因子,前3个因子属于关系绩效,后3个因子属于任务绩效。     

主管认知信任和情感信任对员工行为及绩效的影响

采用问卷调查法,检验主管认知信任与情感信任对员工行为及绩效影响的双路径模型。通过结构方程模型分析563份上下级配对数据,结果显示：主管认知信任通过注意聚焦的完全中介作用正向影响员工的任务绩效和组织公民行为。主管情感信任则通过情感承诺的部分中介作用正向影响员工的任务绩效和组织公民行为,即一方面直接影响员工的任务绩效和个体指向公民行为,另一方面通过情感承诺间接影响员工的任务绩效和组织公民行为。并且,主管情感信任对员工行为和绩效的影响作用要大于认知信任的作     

Role Breadth Self-Efficacy and Foci of Proactive Behavior: Moderating Role of Collective,Relational, and Individual Self-Concept

This study aims to identify the interactive effect of role breadth self-efficacy (RBSE) and the three levels of self-concept (collective, relational, and individual) in predicting of different foci of proactive behaviors. Results from 259 matched responses from an airline company in Taiwan showed that RBSE had a positive effect on (1) pro-organizational proactive behavior among those with higher collective self-concept, (2) pro-supervisor proactive behavior among those with higher relational self-concept, and (3) pro-self proactive behavior among those with higher individual self-concept. Our findings provide insights into the moderating role of different levels of self-concept on RBSE-proactive behavior process in terms of specific targets or beneficiaries. Further implications for organizational research and practice are discussed.     

The moderator role of followers’ personality traits in the relations between leadership styles,two types of task performance and work result satisfaction

Authentic leadership is changing our understanding of what makes good leadership. However, few studies have explored how followers’ individual differences and the nature of the task they perform affect its relation to followers’ work outcomes. We examine the moderator role of two core task types (intellective vs. generative) and two personality traits (conscientiousness and emotional stability) in the relationship between two leadership feedback styles (authentic vs. transactional) and task performance or work result satisfaction in a two-wave experiment. The sample consisted of 228 participants enrolled in an organizational psychology course, 34% of whom had work experience. Our results show that over time the effect of an authentic feedback style on task performance became stronger for those participants who previously scored very low on intellective tasks or very high on generative tasks. Furthermore, a significant three-way interaction between these two traits and our leadership feedback styles indicates that the effect of authentic feedback conforms different patterns depending on the followers’ personality traits and the type of task they perform. Moreover, authentic feedback had a stronger effect on participants’ work result satisfaction. Participants with low levels of either conscientiousness or emotional stability displayed higher levels of satisfaction in the authentic feedback condition.     

反馈干预及其影响绩效的内部机制

该文首先对反馈干预的定义进行了分析,认为反馈干预是一种由外部动因提供的有意识有目的的外部反馈。接着从反馈干预方式、任务情景、个体差异3个维度说明了反馈干预组合的复杂性。然后探讨了反馈干预作用的内部机制,认为它主要是通过个体的自我效能感、应对策略、内部目标设置等内部调节变量来影响绩效。最后提出了一种反馈干预对绩效施加作用的模型     

影响说谎行为的情境因素——基于自我概念维持理论的视角

情境因素会影响人们的说谎行为。本文基于自我概念维持理论的视角,从个体内部状态（自我控制资源、宗教表征/道德观念启动）和外部因素（金钱奖励、人际因素）两方面介绍情境因素对说谎行为的影响,并指出未来研究应关注自我觉察水平这一情境因素以及情境因素影响说谎行为的心理机制和神经机制。     

Cognitive effects of life stress and learned helplessness

Abstract Stressful life events and learned helplessness attributional styles have been shown to impact a variety of personal outcomes. This study examined how these factors influence two classes of cognitive behaviors: the occurrence of intrusive thoughts and performance in memory and verbal-spatial reasoning tasks. Negative life change and attributions for negative events predicted different types of cognitive responses. Individuals reporting higher levels of life stress were more likely to experience distracting thoughts that were unrelated to the current task, whereas individuals with learned helplessness attributional styles tended to have more worrisome thoughts about their task performance. In general, individuals reporting high levels of negative life stress tended to perform more poorly in tasks, whereas individuals with learned helplessness attributional styles tended to perform better than those who did not share this explanatory style. These results suggest that life stress and attributional style have important influecnes on cognitive processes, and that a learned helplessness attributional style can have beneficial effects on behavior in some situations.     

Effect of Self- and Group Efficacy on Group Performance in a Mixed-Motive Situation

The effect of self- and group efficacy on the performance of three-person (N = 26) and seven-person (N = 28) groups on a mixed-motive investment task was investigated. The correlations between group efficacy for making money and the actual amount of money made by the groups were positive and significant. The relation between group efficacy and the group's performance was reciprocal. The results also indicated that members of three-person groups had significantly higher perceptions of group efficacy than members of seven-person groups even though they faced the identical mixed-motive investment task. The correlations between group efficacy and the group's performance were significantly higher than the correlations between aggregated values of self-efficacy for individual performance and the group's performance. Finally, multiple regression analyses showed that self-efficacy for individual performance had a negative effect on the group's performance.     

反馈干预的内部机制研究

基于龙君伟的反馈干预作用的内部机制模型,本实验研究发现反馈效价、反馈提供方式及其交互作用对自我效能感、应对策略、内部目标三种内部调节变量具有主效应;三种内部调节变量之问存在显著的正相关,并对绩效具有显著积极效应。在实际的应用中,反馈干预如能使个体采取趋向型的应对策略、增强自我效能感、提高内部目标设置水平,就能有效地提高个体的绩效水平。     

When leader–member exchange differentiation improves work group functioning: The combined roles of differentiation bases and reward interdependence

Drawing on social hierarchy theory, we develop a contingency model of leader–member exchange (LMX) differentiation in which LMX differentiation is positively and negatively related to group cooperation and group social undermining, respectively, when it is based on the group members’ performance, but the relations are reversed (i.e., negative and positive, respectively) when it stems from a leader's personal liking of the members. In addition, we propose that the moderating effects of the performance and personal liking bases of LMX differentiation are magnified by the levels of reward interdependence. Specifically, under a high (vs. low) level of reward interdependence, LMX differentiation based on performance more strongly relates to high group cooperation and low group social undermining, whereas LMX differentiation with a personal liking basis is more likely to decrease group cooperation and increase group social undermining. Group cooperation and social undermining are then hypothesized to convey the three‐way interactive effects of LMX differentiation, its two bases, and reward interdependence on subsequent group performance. Analyses of data from 328 sales groups of a large retailer support the core part of our contingency model of LMX differentiation.     

Dopamine modulates frontomedial failure processing of agentic introverts versus extraverts in incentive contexts

The agency facet of extraversion (aE) describes individual differences in goal-directed behavior and has been linked to dopamine function in incentive contexts. Because dopamine presumably modulates the processing of negative feedback/failure, aE may relate to failure processing in incentive contexts. To test this hypothesis, N = 86 participants performed a virtual ball-catching task. An incentive context was created by displaying potential rewards and subtle manipulations of task performance, which either was (control group) or was not (incentive context group) made explicit. To probe the involvement of dopamine, participants received either placebo or the selective dopamine D2 receptor antagonist sulpiride (200 mg). Failure processing was assessed through negative-feedback-evoked differences in the frontal midline theta electroencephalogram power (DFMT) and in the feedback-related negativity event-related potential component (FRN). Before incentives were introduced, DFMT (but not the FRN) was related to neuroticism/anxiety. Importantly, once incentives were displayed, aE was associated with DFMT, FRN, task performance, and changes in self-reported positive affect, which further depended on incentive context group and/or substance group: In the incentive context group but not in the control group, agentic extraverts showed relatively blunted DFMT after placebo. Sulpiride significantly enhanced DFMT, whereas it reduced FRN amplitudes and performance in agentic extra- versus introverts. These findings provide strong support for current dopamine models of aE and failure processing, and also highlight the importance of task context. Moreover, the dissociations of FRN and DFMT suggest the existence of two nonredundant electrophysiological indices of feedback processing, both relating to dopamine and aE.     

Self-presentation: managing the impression of consistency when reality interferes with self-enhancement.

The manner in which an individual's self-perceptions affect related self-presentations was investigated. One hundred and twenty subjects believed that they would participate in a group task where their individual performance would either be known to the group or be completely anonymous. On the basis of bogus feedback from prior tests, subjects expected to perform either extremely well or very poorly on the group task; control groups received no such feedback. Before the task began, group members exchanged personal information that allowed them to vary their self-presentations. Factor analysis revealed two self-presentational factors: competence and interpersonal relations. A Performance Expectations X Anonymity interaction was obtained on self-presentational claims to personal competence. Under public performance conditions (where future public events could invalidate an unrealistically positive self-presentation), self-presentations were consistent with subjects' expectations of actual performance. However, under anonymous conditions, self-presentations were quite favorable and unaffected by expectations of actual performance. The results support an incentive model and fail to support a consistency model. Subjects seemed to desire as self-enhancing and approval gaining a public image as possible but conceded to the demands of public reality when necessary.