- 會議論文
- OpenAccess
Toward a theoretical framework of feedback-seeking behavior
回饋找尋行為的理論性架構初探
摘要
學界普遍認知加強員工回饋找尋行為，對個人績效改善與組織技能是至為重要因素。雖然有關檢視探討員工回饋找尋行為的前因與產出的研究日受重視，但採取系統性回顧的研究仍不多見。本文是被視35個研究，41個樣本進行析論。研究結果顯示，影響員工回饋找尋行為的三個前因變數範疇，主要有員工個人特質、認知因素與組織脈絡因素。本文結論指出一些未來研究員工回饋找尋行為的想法與方向，俾利更進一步促進人們暸解組織如何進行員工回饋找尋行為的管理。
並列摘要
It is widely recognized that enhancing employee feedback-seeking behavior is essential for individual performance improvement and organizational effectiveness. Although a growing body of studies have evoked interest in examining the antecedents and outcome of feedback-seeking behavior, a systematic review of the feedback-seeking literature is quite limited. The authors' examination included 35 studies, containing 41 samples, and results indicate that three important categories of antecedents can be identified based on an individual's disposition and cognition as well as organizational context factors. The article concludes with some thoughts about the future research agenda that might be pursued to further advance our understanding of employees' feedback-seeking behavior in organization management.
延伸閱讀
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