Examination of a Perceived Cost Model of Employees’ Negative Feedback-Seeking Behavior

The present study extends the feedback-seeking behavior literature by investigating how supervisor-related antecedents (i.e., supervisors’ expert power, reflected appraisals of supervisors, and supervisors’ emotional intelligence) influence subordinates’ negative feedback-seeking behavior (NFSB) through different cost/value perceptions (i.e., expectancy value, self-presentation cost, and ego cost). Using data collected from 216 supervisor-subordinate dyads from various industries in Taiwan, we employ structural equation modeling analysis to test our hypotheses. The results show that expectancy value mediates the relationship between supervisor expert power and subordinates’ NFSB. Moreover, self-presentation cost mediates the relationship between reflected appraisals of supervisors’ and subordinates’ NFSB. Theoretical and practical implications of this study are also discussed.     

Leader-member exchange and member performance: a new look at individual-level negative feedback-seeking behavior and team-level empowerment climate

From a basis in social exchange theory, the authors investigated whether, and how, negative feedback-seeking behavior and a team empowerment climate affect the relationship between leader-member exchange (LMX) and member performance. Results showed that subordinates' negative feedback-seeking behavior mediated the relationship between LMX and both objective and subjective in-role performance. In addition, the level of a team's empowerment climate was positively related to subordinates' own sense of empowerment, which in turn negatively moderated the effects of LMX on negative feedback-seeking behavior.     

Supervisors' upward exchange relationships and subordinate outcomes: testing the multilevel mediation role of empowerment

This study empirically examined the proposition that supervisors' exchange relationships with their own supervisors (i.e., leader-leader exchange, or LLX) are related to their subordinates' work-related outcomes through 3 mechanisms: (a) leaders modeling their LLX to develop and maintain their exchange relationships with their subordinates (i.e., leader-member exchange, or LMX), (b) motivating the team and its members, captured by team and individual empowerment, and (c) facilitating the relationships between LMX and individual outcomes. Analyses of multisource and lagged data from 104 team supervisors and 577 subordinates showed that LMX mediated the positive relationship of LLX on subordinates' individual empowerment. Furthermore, team empowerment and individual empowerment sequentially mediated the positive relationships between LLX and subordinates' job satisfaction and job performance. The authors also found that the indirect relationships of LMX with job satisfaction and job performance via individual empowerment were stronger when LLX was higher. Theoretical and practical implications of these findings are discussed.     

Do Supervisors and Subordinates See Eye-to-Eye on Job Enrichment?

The Social Information Processing Model states that employees' perceptions of their job characteristics are influenced in part by others (e.g., supervisors). This study compared supervisors' and their subordinates' perceptions of the subordinates' job enrichment. The convergence of these perceptions were then examined in relation to the subordinates' job satisfaction, performance, and organizational commitment. Fifty-two supervisor-subordinate pairs from an university in the northeastern United States were the subjects in this study. Results indicted that: (1) supervisors and their subordinates perceive subordinates' job characteristics differently, and (2) the supervisors' perceptions have limited relationships with critical work outcomes. Implications of these findings are discussed.     

PROCEDURAL INJUSTICE, VICTIM PRECIPITATION, AND ABUSIVE SUPERVISION

We used data collected from a field survey of 334 supervisor–subordinate dyads to test a model of the antecedents of abusive supervision. Path analytic tests of moderated mediation provided support for our prediction that supervisors' depression mediates the relationship between supervisors' procedural justice and subordinates' perceptions of their supervisors' abusiveness and that the mediation framework is stronger when subordinates are higher in negative affectivity. We discuss the study's implications for theory, research, and practice.     

Abusive supervision and subordinates' organizational citizenship behavior

The relationship between subordinates' perceptions of abusive supervision and supervisors' evaluations of subordinates' organizational citizenship behavior (OCB) was explored among a sample of 373 Air National Guard members and their military supervisors. As predicted, the relationship between abusive supervision and subordinates' OCB was stronger among subordinates who defined OCB as extra-role behavior (compared with those defining OCB as in-role behavior), and this effect was fully mediated by the interactive effect of procedural justice and OCB role definitions. The study's implications for theory and research are discussed, its limitations are identified, and directions for future research are suggested.     

A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources

Drawing from conservation of resources theory, this study examines the curvilinear relationship between employees’ work engagement and their job performance; the authors also hypothesize that employees’ feedback-seeking behavior is a pertinent boundary condition that mitigates this curvilinear relationship. Personal resources likely mediate the work engagement–job performance relationship too. Data gathered from 190 employees and their supervisors in Ukraine (study 1) and from 171 employees and their supervisors in Pakistan (study 2) reveal that although work engagement enhances job performance, the effect occurs at a declining rate as work engagement increases. Feedback-seeking behavior moderates this curvilinear relationship, so the decline in the rate at which work engagement enhances job performance is mitigated by higher levels of feedback-seeking behavior. Furthermore, after controlling for the role of feedback-seeking behavior, the curvilinear effect of work engagement on job performance is mediated by personal resources (i.e., self-efficacy, optimism, and resilience). These findings have significant implications for research and practice.

     

On the social nature of global self-esteem: a replication study

Few researchers have considered the relationship between global self-esteem and the reflected appraisal of others in one's life, or how reflected appraisals and global self-esteem may change as a result of interpersonal feedback. In this study, the authors collected data from 110 undergraduate students on (a) their global self-esteem and the reflected appraisals of multiple others in their lives and (b) how these dimensions changed in hypothetical interpersonal-feedback situations. Results showed that participants' global self-esteem was related to the reflected appraisals of their fathers, teachers, and friends. The results also indicated that others' reflected appraisals and the individual's global self-esteem fluctuated according to the nature (i.e., positive vs. negative) of the hypothetical interpersonal feedback. Overall, the findings emphasize the social nature and regulation of global self-esteem.     

The Nature of Satisfaction With Subordinates: Its Predictors and Importance to Supervisors

Two studies examined supervisors' satisfaction with subordinates, and its predictors and importance to supervisors. Study 1 found entity relationships in the form of similarity between supervisors' and subordinates' values were uniquely related to satisfaction with subordinates. Liking of subordinates (from LMX theory) appears to link leadership and job-satisfaction domains. In Study 2, entity relationships, functional relationships, and job performance of subordinates were related to supervisors' satisfaction with subordinates. Functional relationships were the strongest and job performance the next strongest predictors. Performance was related moderately to similarity of supervisors' and subordinates' values and functional relationships. Satisfaction with subordinates was not related to supervisors' global satisfaction and turnover intention in either study, suggesting that subordinates may not be very important to supervisors.     

When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill

Feedback-seeking behavior is generally used to acquire job-related information that enables performance improvement. However, it can also be a form of impression management that improves an employee’s reputation. In this study, we show that employees who hold an image enhancement motive are more likely to seek feedback from their supervisors. Further, this feedback-seeking behavior mediates the relationship between the image enhancement motive and task performance ratings, consistent with the self-concept enhancing tactician (SCENT) model. However, we additionally incorporate socioanalytic theory to demonstrate that this indirect effect is moderated: the image enhancement motive translates into greater feedback-seeking behavior and task performance ratings only for employees with high political skill, who are capable of acting on their image enhancement motive successfully.     

Personality moderators of the relationship between abusive supervision and subordinates' resistance

Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive supervision. The relationship between abusive supervision and subordinates' dysfunctional resistance was stronger among subordinates who were lower in conscientiousness than among subordinates who were higher in conscientiousness, but this effect emerged only for subordinates who were also lower in agreeableness. The relationship between abusive supervision and subordinates' constructive resistance was stronger among subordinates who were higher in conscientiousness than among subordinates who were lower in conscientiousness. The study's implications for theory and research are discussed.     

When supervisors feel supported: relationships with subordinates' perceived supervisor support, perceived organizational support, and performance

The authors surveyed full-time retail employees and their supervisors to investigate relationships of supervisors' perceived organizational support (POS) with subordinates' perceptions of support from their supervisors (perceived supervisor support [PSS]), POS, and in-role and extra-role performance. The authors found that supervisors' POS was positively related to their subordinates' perceptions of supervisor support. Subordinates' PSS, in turn, was positively associated with their POS, in-role performance, and extra-role performance. Beyond these bivariate relationships, subordinates' perceptions of support from the supervisor mediated positive relationships of the supervisors' POS with the subordinates' POS and performance. These findings suggest that supervisors who feel supported by the organization reciprocate with more supportive treatment for subordinates.     

工作场所排斥后的应对:期望和效价的作用*

基于期望-效价理论探讨了期望(关系修复可能性)和效价(关系重要性)对工作场所排斥后应对行为的影响。研究1采取回忆范式证实了遭遇工作场所排斥后个体将以积极、消极或不作为行为进行应对,而期望和效价对应对行为有显著预测作用;研究2在研究1基础上,通过情境问卷对期望和效价进行操纵,进一步验证了期望、效价与应对行为之间的因果关系,即关系修复可能性越大、关系越重要,个体越倾向以积极而非消极行为进行应对。     

Self-Presentation in Exercise Contexts: Differences Between High and Low Frequency Exercisers

The present study investigated the relationship between cognitive manifestations of self-presentation (social physique anxiety, self-presentational efficacy, impression motivation, and exercise imagery) and exercise behavior in 235 female exercisers. Each participant completed the Social Physique Anxiety Scale, a measure of self-presentational efficacy, the impression motivation subscale of the Self-Presentation in Exercise Questionnaire, and the Exercise Imagery Questionnaire. The results of a MANCOVA indicated high-frequency exercisers reported higher levels of efficacy expectancy, outcome value, and exercise imagery than did low-frequency exercisers. Semi-partial correlations showed efficacy expectancy, outcome expectancy, and appearance imagery each accounted for significant variance in social physique anxiety, independent of other predictors. Self-presentational efficacy expectancy appears to be a potent variable in both exercise behavior and social physique anxiety.     

个体反馈寻求的基础和模式

目标定向作为未来时间洞察力的主要内容,其反馈寻求的结构已引起人格心理学家的重视。感知到的代价和价值构成了反馈寻求的基础,而反馈寻求的频率、方法、类型、时机、来源和征兆等构成了个体反馈寻求的主体成分。对这些成分的探讨有助于我们理解反馈寻求与目标获得之间的关系。     

Cognition- and Affect-Based Trust and Feedback-Seeking Behavior: The Roles of Value,Cost, and Goal Orientations

We examined how subordinates’ cognition- and affect-based trust in supervisors influences their feedback-seeking behavior (FSB) by considering the different cost/value perception of FSB and goal orientation (i.e., learning and performance goal orientations). Using data from 194 supervisor-subordinate dyads in South Korea, we conducted multiple regression analyses to test our hypotheses. The results showed that, whereas subordinates’ cognition-based trust in supervisors positively influenced their FSB through increasing the perceived value of feedback received from supervisors, their affect-based trust in supervisors positively influenced their FSB through decreasing the perceived value of FSB. Additionally, we found that, when subordinates had high levels of learning goal orientation, the increasing influence of cognition-based trust on the value of feedback was stronger; in contrast, when subordinates had low levels of performance goal orientation, the decreasing influence of affect-based trust on the cost of FSB was stronger. The theoretical and practical implications, limitations, and suggestions for future research were discussed.     

Knowledge and the Prediction of Behavior: The Role of Information Accuracy in the Theory of Planned Behavior

The usefulness of a combined protection motivation and self-efficacy theory as a model of health enhancement was investigated via a persuasive communications paradigm. Self-efficacy expectancy, outcome expectancy (i.e., perceived response efficacy) and outcome value (i.e., perceived social value) of a health-enhancing behavior were manipulated. As predicted, both self-efficacy expectancy and response efficacy had significant main effects on subjects' intentions to perform the health-enhancing behavior. Outcome value had no significant effect on behavioral intentions. Correlational data indicated that response efficacy was the best single predictor of intentions and that self-efficacy expectancy was also a significant predictor of intentions. Outcome value added no predictability. These results support the utility of the combined protection motivation and self-efficacy theory as a model of health enhancement.     

Antecedents and outcomes of abusive supervision: test of a trickle-down model

The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated regression analysis revealed that authoritarian leadership style moderated the relationship between supervisors' perceptions of interactional justice and abusive supervision such that the relationship was stronger for supervisors high rather than low in authoritarian leadership style. In addition, results of structural equation modeling analysis revealed that subordinates' perceptions of interactional but not procedural justice fully mediated the relationship between abusive supervision and the work outcomes. Implications for future investigations of abusive supervision are discussed.     

An integrated model of feedback-seeking behavior: disposition, context, and cognition

This study replicates, integrates, and extends prior research on the dispositional, contextual, and cognitive antecedents of feedback-seeking behavior. Regression analysis was used to analyze data collected from a sample of salespeople (N = 310) from 2 Fortune 500 companies. The study hypotheses were supported with the following results. First, the individual disposition of learning goal orientation and the contextual factors of leader consideration and leader initiation of structure influenced cognitions about the perceived cost and value of feedback seeking. Second, the strength of the relationship of learning goal orientation with the cost and value perceptions was moderated by the leadership style of the supervisor.     

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。