Linking Feedback Quality And Goal Orientation To Feedback Seeking And Job Performance

ASU Author/Contributor (non-ASU co-authors, if there are any, appear on document)
Brian Whitaker Ph.D., Assistant Professor (Creator)
Appalachian State University (ASU )
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Abstract: Contemporary feedback researchers have adopted theoretical perspectives in which personal characteristics interact with aspects of the feedback environment to influence feedback-related perceptions, feedback seeking, and job performance. To test these assertions, this study incorpo-rates implicit person theory, uncertainty reduction theory, and Korman’s theory of work motivation (2001) to develop a model that links a critical aspect of the feedback environment (feedback quality) and goal orientation to perceptions of feedback utility, feedback seeking, role clarity, and task performance and organizational citizenship behaviors. Results from supervisor–subordinate dyadic data (N = 202) obtained from employed students largely support the hypothesized model. Implications are discussed.

Additional Information

Whitaker, B., & Levy, P (2012) "Linking Feedback Quality And Goal Orientation To Feedback Seeking And Job Performance" Human Performance Version of Record Available At [DOI: 10.1080/08959285.2012.658927]
Language: English
Date: 2012
feedback seeking behavior, job performance, task performance

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