<abstract xmlns="http://www.w3.org/1999/xhtml">

<p>We investigated the direct relationship between feedback seeking behavior (FSB) and performance, considering two dimensions of FSB (frequency and content) and two types of performance (goal achievement and behavior-related performance). The purpose is to identify new explanations for the inconclusive results of the direct relationship reported in the literature. FSB is important during performance conversations, which are critical for the effectiveness of performance management. Data from a sample of 306 employees were gathered from two distinct sources on three occasions. Our data were analyzed using the hierarchical regression method. The relationship between FSB frequency and goal achievement was statistically significant. The diagnostic FSB content was positively related to individual work performance (IWP), representing behavior-related performance. We identified no similar relationship with other types of FSB content. This paper provides evidence that while a direct relationship between FSB and performance may not generally exist, it depends on the type of FSB content and expected types of performance. Organizations can use the results to improve the effectiveness of FSB.</p>
</abstract>

We investigated the direct relationship between feedback seeking behavior (FSB) and performance, considering two dimensions of FSB (frequency and content) and two types of performance (goal achievement and behavior-related performance). The purpose is to identify new explanations for the inconclusive results of the direct relationship reported in the literature. FSB is important during performance conversations, which are critical for the effectiveness of performance management. Data from a sample of 306 employees were gathered from two distinct sources on three occasions. Our data were analyzed using the hierarchical regression method. The relationship between FSB frequency and goal achievement was statistically significant. The diagnostic FSB content was positively related to individual work performance (IWP), representing behavior-related performance. We identified no similar relationship with other types of FSB content. This paper provides evidence that while a direct relationship between FSB and performance may not generally exist, it depends on the type of FSB content and expected types of performance. Organizations can use the results to improve the effectiveness of FSB.

Does Feedback Seeking Always Improve Performance? Investigating the Roles of Feedback Seeking Content and Frequency in Determining Goal Achievement and Behavior-Related Performance

Foundations of Management

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

We investigated the direct relationship between feedback seeking behavior (FSB) and performance, considering two dimensions of FSB (frequency and content) and...

Does Feedback Seeking Always Improve Performance? Investigating the Roles of Feedback Seeking Content and Frequency in Determining Goal Achievement and Behavior-Related Performance

Publié en ligne: 23 févr. 2023

Pages: 7 - 24

DOI: https://doi.org/10.2478/fman-2023-0001

Mots clés
feedback seeking behavior, feedback seeking content, individual performance, goal achievement, individual work performance

© 2023 Mohammadmahdi Rabbani et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Does Feedback Seeking Always Improve Performance? Investigating the Roles of Feedback Seeking Content and Frequency in Determining Goal Achievement and Behavior-Related Performance

Publié en ligne: 23 févr. 2023

Pages: 7 - 24

DOI: https://doi.org/10.2478/fman-2023-0001

Mots clésfeedback seeking behavior, feedback seeking content, individual performance, goal achievement, individual work performance

© 2023 Mohammadmahdi Rabbani et al., published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Mots clés
feedback seeking behavior, feedback seeking content, individual performance, goal achievement, individual work performance