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

Abstract

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

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