| dc.contributor | 企業管理學系 | |
| dc.creator (作者) | Gong, Yaping;Wang, Mo;Huang, Jia-Chi;Cheung, Siu Yin | en-US |
| dc.creator (作者) | 黃家齊 | zh-tw |
| dc.date (日期) | 2017 | |
| dc.date.accessioned | 27-Jul-2017 12:47:07 (UTC+8) | - |
| dc.date.available | 27-Jul-2017 12:47:07 (UTC+8) | - |
| dc.date.issued (上傳時間) | 27-Jul-2017 12:47:07 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/111417 | - |
| dc.description.abstract (摘要) | 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. © 2014, © The Author(s) 2014. | |
| dc.format.extent | 963213 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | Journal of Management, 43(4), 1234-1260 | |
| dc.subject (關鍵詞) | goal orientation; feedback seeking | |
| dc.title (題名) | Toward a Goal Orientation–Based Feedback-Seeking Typology: Implications for Employee Performance Outcomes | en-US |
| dc.type (資料類型) | article | |
| dc.identifier.doi (DOI) | 10.1177/0149206314551797 | |
| dc.doi.uri (DOI) | http://dx.doi.org/10.1177/0149206314551797 | |
