Feedback orientation: A meta-analysis

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-08-08 DOI:10.1016/j.hrmr.2023.100986

Ian M. Katz , Caroline M. Moughan , Cort W. Rudolph

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引用次数: 0

Abstract

Feedback orientation reflects an individual difference in one's receptivity to feedback. We present the results of a meta-analysis of the feedback orientation literature. Based on k = 46 independent samples, representing n = 12,478 workers, meta-analytic results suggest that feedback orientation is positively related to learning goal orientation (r_c = 0.39), job satisfaction (r_c = 0.33), work performance (r_c = 0.35), and feedback seeking (r_c = 0.43). Meta-analytic regression and dominance analysis was used to tease apart how related informal feedback constructs (i.e., feedback seeking, feedback environment, & feedback orientation) aid in the prediction of outcomes, above and beyond two established predictors of job attitudes and work performance: role clarity and leader-member exchange. We also present an interactive exploratory data analysis tool to aid in developing future research questions regarding the connection between informal feedback constructs and work outcomes.

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反馈导向:元分析

反馈取向反映了一个人在接受反馈方面的个体差异。我们提出了反馈导向文献的荟萃分析结果。基于k = 46个独立样本，代表n = 12,478名员工，meta分析结果表明，反馈取向与学习目标取向(rc = 0.39)、工作满意度(rc = 0.33)、工作绩效(rc = 0.35)和反馈寻求(rc = 0.43)呈正相关。采用元分析回归和优势分析来梳理相关的非正式反馈结构(即反馈寻求，反馈环境，&反馈导向)有助于预测结果，超过了两个既定的预测工作态度和工作绩效的因素:角色清晰度和领导-成员交换。我们还提出了一个交互式探索性数据分析工具，以帮助开发关于非正式反馈结构与工作结果之间关系的未来研究问题。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.