Why and when is frequent supervisory negative feedback undesirable? The role of trust in supervisor and attribution of supervisor motives

WJ Guo, Y Jiang, W Zhang, HZ Wang

科研成果: 期刊稿件期刊论文

摘要

Purpose: Research on the effects of feedback frequency has reported mixed findings. To tackle this problem, the current study focuses on specific feedback signs (i.e. negative feedback). By integrating the face management theory and attribution theory, this study examined the mediating effect of trust in supervisors and the moderating effect of employee-attributed performance promotion motives for negative feedback. Design/methodology/approach: A field study with 176 participants and two supplemental experiments with 143 and 100 participants, respectively, were conducted to test the theoretical model. Findings: Results revealed that the frequency of supervisory negative feedback negatively influenced employees’ trust in supervisors, which in turn influenced employees’ perceptions of feedback utility and learning performance. These indirect effects can be alleviated when employees have high degrees of performance promotion attribution for supervisor motives. Originality/value: This research extends feedback research by integrating feedback frequency with a specific sign of feedback and revealing a moderated mediation effect of the negative feedback frequency.
源语言英语
页数17
期刊Leadership and Organization Development Journal
早期在线日期26 4月 2024
DOI
已出版 - 2024

成果物的来源

  • ABDC-B
  • SSCI

指纹

探究 'Why and when is frequent supervisory negative feedback undesirable? The role of trust in supervisor and attribution of supervisor motives' 的科研主题。它们共同构成独一无二的指纹。

引用此