Toward a goal orientation–based feedback-seeking typology: implications for employee performance outcomes

Yaping Gong, Mo Wang, Jia-Chi Huang, Siu Yin Cheung

Research output: Contribution to journalArticleResearchpeer-review

41 Citations (Scopus)

Abstract

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.

Original languageEnglish
Pages (from-to)1234-1260
Number of pages27
JournalJournal of Management
Volume43
Issue number4
DOIs
Publication statusPublished - Apr 2017
Externally publishedYes

Keywords

  • feedback seeking
  • goal orientation

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