Toward a Goal Orientation–Based Feedback-Seeking Typology: Implications for Employee Performance Outcomes

In this study, we conceptualized four types of feedback seeking about self and others (i.e., self-positive, self-negative, other-positive, and other-negative) based on their foci (i.e., self or peers) and nature (i.e., positive or negative), as derived from goal orientation theory. In a series of fi...

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Bibliographic Details
Published in:Journal of management 2017-04, Vol.43 (4), p.1234-1260
Main Authors: Gong, Yaping, Wang, Mo, Huang, Jia-Chi, Cheung, Siu Yin
Format: Article
Language:English
Subjects:
Feedback
Goal setting
Job performance
Learning
Objectives
Peers
Role clarity
Social integration
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Summary:In this study, we conceptualized four types of feedback seeking about self and others (i.e., self-positive, self-negative, other-positive, and other-negative) based on their foci (i.e., self or peers) and nature (i.e., positive or negative), as derived from goal orientation theory. In a series of field studies, we found that these four types of feedback seeking were distinct from each other. A learning orientation was positively related to self-negative, self-positive, and other-positive feedback seeking. A performance-approach orientation was positively related to self-positive and other-negative feedback seeking. On further examining the performance impacts of the four types of feedback-seeking, we found that self-negative feedback seeking was positively related to job performance, role clarity, and social integration. Self-positive feedback seeking was negatively related, whereas other-positive feedback seeking was positively related to job performance.
ISSN:0149-2063
1557-1211
DOI:10.1177/0149206314551797