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Advances in Psychological Science    2020, Vol. 28 Issue (4) : 549-565     DOI: 10.3724/SP.J.1042.2020.00549
Meta-Analysis |
Does seek feedback improve performance? A meta-analytic review about feedback-seeking behavior and individual performance
ZHANG Jianping(),QIN Chuanyan,LIU Shanshi
School of Business Administration, South China University of Technology, Guangzhou 510641, China
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Abstract  

The method of meta-analysis was utilized to analyze the relationship between feedback-seeking behavior (FSB) and individual performance. Sixty-two primary empirical studies with a total sample size of 15141 participants were included in this study. Results of the meta-analysis showed that FSB were positively and significantly correlated with individual performance (r = 0.329), and it correlated with innovation performance (r = 0.409) stronger than contextual performance (r = 0.302) and task performance (r = 0.258); Moreover, Inquiry FSB correlated with individual performance and its dimensions stronger than Monitoring FSB. The cultural background and data collection method moderate the relationship between feedback-seeking behavior and individual performance. Such relationship is the strongest in East Asian cultural background (r = 0.393) and with cross-sectional homologous data (r = 0.433), and it is still positive and significant with longitudinal paired data (r = 0.154), which fully shows that feedback-seeking behavior can improve individual performance; while the moderating effect of measuring tools and source of feedback-seeking behavior and the attribute of non-self-evaluation performance and participants are not significant. The study results provided more accurate estimates for predicting individual performance by feedback seeking behavior and also the future research directions of feedback seeking behavior.

Keywords feedback-seeking behavior      individual performance      meta-analysis      cultural background      data collection method.     
ZTFLH:  B849:C93  
Corresponding Authors: Jianping ZHANG     E-mail: zhangjp1987@126.com
Issue Date: 24 February 2020
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Jianping ZHANG
Chuanyan QIN
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Jianping ZHANG,Chuanyan QIN,Shanshi LIU. Does seek feedback improve performance? A meta-analytic review about feedback-seeking behavior and individual performance[J]. Advances in Psychological Science, 2020, 28(4): 549-565.
URL:  
http://journal.psych.ac.cn/xlkxjz/EN/10.3724/SP.J.1042.2020.00549     OR     http://journal.psych.ac.cn/xlkxjz/EN/Y2020/V28/I4/549
研究 样本量 寻求策略 绩效类型 反馈源 测量工具 被试类型 文化背景 调研方式
申传刚, 2012 306 I TP L Yanagizawa (2008) 中国 2
谢俊, 2012 360 I TP L VandeWalle等(2000) 中国 1
王石磊, 2013 323 I, M CIP L, P Ashford (1986) 新入职员工 中国 1
张婕, 2014 334 I, M CIP L, P 综合编制 中国 1
巩振兴, 2015 159 O CIP L Ashford (1986) 中国 2
于维娜, 2015 329 I CIP L, P Yanagizawa (2008) 中国 1
刘翔宇, 2016 506 I, M CIP L, P Ashford等(1991) 中国 1
黄艳, 2017 387 I CIP L VandeWalle等(2000) 中国 2
周金毅, 2017 162 I TP L, P VandeWalle等(2000) 一线员工 中国 2
厉杰, 2019 221 I CP L, P Ashford等(1996) 新入职员工 中国 1
石冠峰, 2019 333 I CIP L, P VandeWalle等(2000) 中国 1
谭敏, 硕-2014 229 I CIP L, P VandeWalle等(2000) 中国 1
刘弯弯, 硕-2015 316 I, M CIP L, P Ashford (1986) 新入职员工 中国 1
丁秀玲, 硕-2016 302 I TP L Anseel (2011) 中国 2
张建平, 硕-2016 237 I All L VandeWalle等(2000) 中国 1
巩振兴, 博-2017 235 I, M CIP L, P Callister等(1999) 中国 4
马二丽, 硕-2017 216 I, M CIP L, P 综合编制 中国 1
杨忠, 硕-2017 186 I CP L, P VandeWalle等(2000) 中国 1
张辉, 硕-2017 328 I, M CIP L Ashford (1986) 中国 1
纪顺洪, 硕-2018 201 I, M CIP L, P de Stobbeleir (2011) 中国 2
薛育红, 硕-2018 233 I, M CIP L, P 综合编制 中国 1
周慧琳, 硕-2018 472 I CIP L, P VandeWalle等(2000) 中国 1
邹亚情, 硕-2018 286 I CIP L, P VandeWalle等(2000) 中国 1
Ashford, 1991 387 I, M ALL L, P Ashford等(1991) 中层管理者 美国 1, 2
Morrison, 1993 149 I, M ALL L, P Ashford等(1986) 新入职员工 美国 4
Tsui, 1995 316 I, M ALL L, P Ashford等(1991) 中层管理者 美国 1, 2
Ashford, 1996 69 I All L Ashford等(1996) 新入职职业经理人 美国 3
Bauer, 1998 205 O TP L, P Ashford等(1986) 新入职员工 美国 4
Williams, 2000 123 I, M TP L, P Ashford等(1991) 兼职在校生 美国 1, 2
Brown, 2001 279 I, M TP L, P Brown等(2001) 销售员 美国 1
Renn, 2001 136 O TP L, P 综合编制 销售客服 美国 4
Cheramie, 博-2004 148 I TP, CP L 作者开发量表 美国 2
Chen, 2007 238 I TP L VandeWalle等(2000) 一线员工 中国 2
Lam, 2007 240 I TP L VandeWalle等(2000) 一线工人 中国 2
Whitaker, 2007 170 I TP, CP L, P Ashford等(1991) 兼职在校生 美国 2
Kim, 2009 196 I TP L Ashford等(1996) 一线员工 韩国 1
Chughtai, 2010 130 I TP L Ashford等(1986) 高中教师 巴基斯坦 1
de Stobbeleir, 2011 456 I, M CP L, P 综合编制 知识型员工 美国 2
Kammeyer-Mueller, 2011 111 1 CIP, CP L Ashford等(1996) 新入职员工 美国 3
研究 样本量 寻求策略 绩效类型 反馈源 测量工具 被试类型 文化背景 调研方式
Dahling, 2012 126 I TP L 综合编制 兼职在校生 美国 2
Huang, 2012 203 O All L Callister等(1999) 中国台湾 1
Nifadkar, 2012 291 I TP, CP L VandeWalle等(2000) 新入职员工 印度 4
Whitaker, 2012 202 1 TP, CP L Ashford等(1991) 兼职在校生 美国 1
Jokisaari, 2014 81 I CIP L Ashford等(1996) 新入职员工 芬兰 2
Wu, 2014 179 I All P Ashford (1986) 荷兰 1
Dahling, 2015 108 I TP L 综合编制 兼职在校生 美国 2
Nae, 2015 202 I TP L Fedor等(1992) 韩国 1
Pan, 2015 239 I TP L VandeWalle等(2000) 中国台湾 1
Sung, 2015 187 I CIP L, P de Stobbeleir (2011) 韩国 2
Dahling, 2016 199 I Task L 作者开发量表 美国 1
Liao, 2016 388 1 CIP L Ashford等(1996) 中国 2
Porath, 2006 88 I TP L Callister等(1999) 销售员 美国 4
Gong, 2017 186 O TP L, P 作者开发量表 中国 4
Lam, 2017 379 I TP L VandeWalle等(2000) 中小学教师 中国澳门 4
Lapalme, 2017 217 I TP L Ashford等(1996) 新入职员工 加拿大 2
Nandkeolyar, 2017 501 O TP L Ashford (1986) 印度 2
Huang, 2018 205 I CIP L VandeWalle等(2000) 一线员工 中国 2
Qian, 2018 197 I TP L VandeWalle等(2000) 一线员工 中国 1
Auh, 2019 133 I TP L VandeWalle等(2000) 一线员工 土耳其 2
Chen, 2019 331 O CIP L, P Callister等(1999) 中国 2
Nifadkar, 2019 279 I TP L VandeWalle等(2000) 一线员工 中国 2
Zheng, 2019 206 I, M TP L 综合编制 中国 4
  
变量关系 k N rz 95% CI 双尾检验 异质性分析 Tau-squared Fail-safe
N
z p Qw p I2 Tau2 SE 方差
FSB→个体绩效 62 15141 0.329 (0.273, 0.382) 10.976 0.000 868.950 0.000 92.980 0.055 0.012 0.000 8864
FSB→任务绩效 30 6548 0.258 (0.173, 0.339) 5.823 0.000 378.518 0.000 92.339 0.056 0.017 0.000 3597
FSB→创新绩效 23 6646 0.409 (0.329, 0.484) 9.124 0.000 322.077 0.000 93.169 0.048 0.016 0.000 7578
Inquiry→
个体绩效
55 13420 0.350 (0.291, 0.406) 10.948 0.000 784.419 0.000 93.116 0.056 0.012 0.000 6417
Monitoring→
个体绩效
16 4608 0.288 (0.163, 0.405) 4.387 0.000 308.250 0.000 95.134 0.069 0.028 0.001 1774
Inquiry→
任务绩效
26 5520 0.276 (0.182, 0.365) 5.605 0.000 343.140 0.000 92.714 0.061 0.020 0.000 3119
Inquiry→
关系绩效
7 1329 0.302 (0.073, 0.501) 2.560 0.010 114.294 0.000 94.750 0.098 0.061 0.004 217
Inquiry→
创新绩效
21 6156 0.436 (0.355, 0.511) 9.500 0.000 289.683 0.000 93.096 0.047 0.017 0.000 7405
Monitoring→
任务绩效
6 1460 0.046 (-0.005, 0.097) 1.754 0.079 22.379 0.000 77.657 0.015 0.013 0.000 3
Monitoring→
创新绩效
10 3148 0.412 (0.297, 0.515) 6.537 0.000 123.903 0.000 92.736 0.041 0.022 0.000 1154
  
调节变量 异质性检验 类别名称 模型 k N 效应值估计 双尾检验
Qb (df) p rz 95% CI z p
文化背景 25.948(2) 0.000 东亚背景 R 38 10337 0.393 (0.346, 0.467) 11.719 0.000
西方背景 R 20 3749 0.181 (0.103, 0.258) 4.476 0.000
其它 R 4 1055 0.201 (0.121, 0.279) 4.870 0.000
测量工具 3.592(5) 0.610 Ashford (1986) R 6 1613 0.326 (0.187, 0.452) 4.438 0.000
Ashford & Tsui (1991) R 3 1209 0.362 (-0.049, 0.668) 1.736 0.083
Ashford & Black (1996) R 7 1283 0.340 (0.165, 0.495) 3.691 0.000
Callister等(1999) R 5 1044 0.235 (0.095, 0.366) 3.255 0.001
VandeWalle等(2000) R 18 4853 0.385 (0.286, 0.476) 7.096 0.000
其它 R 23 5139 0.296 (0.197, 0.389) 5.652 0.000
数据收集方式 24.354(3) 0.000 截面同源 R 29 7761 0.433 (0.357, 0.502) 10.154 0.000
截面配对 R 22 5325 0.258 (0.185, 0.328) 6.762 0.000
纵向同源 F 2 180 0.250 (0.106, 0.383) 3.366 0.001
纵向配对 R 9 1875 0.154 (0.069, 0.237) 3.529 0.000
反馈源 0.884(1) 0.347 领导 R 32 7127 0.305 (0.241, 0.367) 8.900 0.000
领导 & 同事 R 29 7835 0.358 (0.266, 0.443) 7.243 0.000
主观or客观
(非自评绩效)
0.464(1) 0.496 客观绩效 R 6 1243 0.196 (0.036, 0.347) 2.387 0.017
主观绩效 R 34 7823 0.254 (0.194, 0.312) 8.015 0.000
被试类型 0.402(2) 0.818 兼职在校生 R 5 820 0.296 (0.120, 0.455) 3.235 0.001
新入职员工 R 10 1983 0.302 (0.180, 0.416) 4.692 0.000
其余 R 47 12388 0.338 (0.272, 0.401) 9.465 0.000
  
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