Please wait a minute...
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
Download: PDF(801 KB)   HTML
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    
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
Service
E-mail this article
E-mail Alert
RSS
Articles by authors
Jianping ZHANG
Chuanyan QIN
Shanshi LIU
Cite this article:   
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) 非 中国 2
谢俊, 2012 360 I TP L VandeWalle等(2000) 非 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 非 中国 1
巩振兴, 2015 159 O CIP L Ashford (1986) 非 中国 2
于维娜, 2015 329 I CIP L, P Yanagizawa (2008) 非 中国 1
刘翔宇, 2016 506 I, M CIP L, P Ashford等(1991) 非 中国 1
黄艳, 2017 387 I CIP L VandeWalle等(2000) 非 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) 非 中国 1
谭敏, 硕-2014 229 I CIP L, P VandeWalle等(2000) 非 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) 非 中国 2
张建平, 硕-2016 237 I All L VandeWalle等(2000) 非 中国 1
巩振兴, 博-2017 235 I, M CIP L, P Callister等(1999) 非 中国 4
马二丽, 硕-2017 216 I, M CIP L, P 综合编制 非 中国 1
杨忠, 硕-2017 186 I CP L, P VandeWalle等(2000) 非 中国 1
张辉, 硕-2017 328 I, M CIP L Ashford (1986) 非 中国 1
纪顺洪, 硕-2018 201 I, M CIP L, P de Stobbeleir (2011) 非 中国 2
薛育红, 硕-2018 233 I, M CIP L, P 综合编制 非 中国 1
周慧琳, 硕-2018 472 I CIP L, P VandeWalle等(2000) 非 中国 1
邹亚情, 硕-2018 286 I CIP L, P VandeWalle等(2000) 非 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 非 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) 非 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) 非 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) 非 韩国 1
Pan, 2015 239 I TP L VandeWalle等(2000) 非 中国台湾 1
Sung, 2015 187 I CIP L, P de Stobbeleir (2011) 非 韩国 2
Dahling, 2016 199 I Task L 作者开发量表 非 美国 1
Liao, 2016 388 1 CIP L Ashford等(1996) 非 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 非 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) 非 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) 非 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 非 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值 p值 Qw p值 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值 rz 95% CI z值 p值
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
  
带*的文献表示纳入了元分析的文献
1 包艳, 廖建桥 . ( 2019). 权力距离研究述评与展望. 管理评论, 31( 3), 178-192.
2 陈春花, 苏涛, 王杏珊 . ( 2016). 中国情境下变革型领导与绩效关系的Meta分析. 管理学报, 13( 8), 1174-1183.
3 陈猛, 卞冉, 王丽娜, 车宏生, 林绚晖 . ( 2012). 情绪智力与工作绩效的关系. 心理科学进展, 20( 3), 412-423.
url: http://journal.psych.ac.cn/xlkxjz/CN/article/article1443.shtml
4 * 丁秀玲 . ( 2016). 员工目标导向对其任务绩效的影响研究(硕士学位论文). 南京理工大学.
5 段锦云, 梁凤华, 曹莹 . ( 2017). 自我调节理论的产生背景、理论内容及其应用. 景德镇学院学报, 32( 5), 67-75.
6 段锦云, 张晨, 徐悦 . ( 2016). 员工建言行为的人口统计特征元分析. 心理科学进展, 24( 10), 1568-1582.
url: http://journal.psych.ac.cn/xlkxjz/CN/article/article3563.shtml
7 冯明 . ( 1999). 组织中个体寻求反馈行为的研究. 心理学动态,(4), 44-49+37.
8 *巩振兴 . ( 2017). 创造性反馈环境的内容结构、影响机制及其形成机制的因果环路研究 (博士学位论文). 北京科技大学.
9 *巩振兴, 张剑, 郑秀梅 . ( 2015). 反馈寻求影响创造性绩效的动机机制研究. 统计与决策, 30( 21), 183-185.
10 韩翼 . ( 2006). 雇员工作绩效结构模型构建与实证研究 (博士学位论文). 华中科技大学, 武汉.
11 *黄艳, 黄勇, 彭纪生 . ( 2017). 目标取向对创造力的影响: 基于自我调节的视角. 商业经济与管理, 37( 3), 20-28.
12 *纪顺洪 . ( 2018). 创新自我效能与创新绩效的作用机制研究 (硕士学位论文). 南京理工大学.
13 *厉杰, 鲁宁宁, 韩雪 . ( 2019). 新员工反馈寻求会促进角色外行为的产生吗?自我效能与正向框架的作用. 中国人力资源开发, 36( 2), 47-62.
14 梁凤华, 段锦云 . ( 2018). 社会面子意识、冲突处理策略与人际关系满意度. 心理学探新, 38( 6), 527-533.
15 刘俊, 秦传燕 . ( 2018). 企业社会责任与员工绩效的关系:一项元分析. 心理科学进展, 26( 7), 1152-1164.
url: http://journal.psych.ac.cn/xlkxjz/CN/article/article4368.shtml
16 *刘弯弯 . ( 2015). 面子视角的新员工反馈寻求行为与创新绩效的关系研究(硕士学位论文). 广东财经大学, 广州.
17 *刘翔宇, 李新建, 孙燕群 . ( 2016). 学习实践社群参与对员工创新行为的影响研究——论反馈寻求倾向和组织支持感知的调节作用. 科技管理研究, 36(20), 130- 136, 189.
18 *马二丽 . ( 2017). 反馈寻求行为对员工创新绩效的影响研究 (硕士学位论文). 西安工程大学.
19 倪清, 杜鹏程 . ( 2017). 基于链式中介效应的谦卑型领导与经理人反馈寻求行为关系研究. 管理学报, 14( 6), 823-831.
20 *申传刚, 马红宇, 杨璟, 刘腾飞 . ( 2012). 上司不当督导与下属绩效:反馈寻求行为和学习目标定向的作用. 心理学报, 44( 12), 1677-1686.
21 *石冠峰, 姚波兰 . ( 2019). 充满乐趣的工作场所有利于员工创造力吗?反馈寻求行为与人-组织匹配的作用. 中国人力资源开发, 36( 2), 63-73.
22 苏涛, 陈春花, 李芷慧, 潘伟, 冯镜铭 . ( 2019). 跨文化视角下员工工作对家庭冲突与工作态度关系的Meta研究. 管理学报, 16( 11), 1650-1660.
23 *谭敏 . ( 2014). 组织支持感与员工创新行为的关系研究 (硕士学位论文). 南京师范大学.
24 王弘钰 . ( 2010). 劳务派遣工的组织公平、组织认同与工作绩效关系研究 (博士学位论文). 吉林大学, 长春.
25 王洁, 陈健芷, 杨琳, 高爽 . ( 2013). 感觉寻求与网络成瘾关系的元分析. 心理科学进展, 21( 10), 1720-1730.
url: http://journal.psych.ac.cn/xlkxjz/CN/article/article2946.shtml
26 王宁, 周密, 赵西萍 . ( 2015). 反馈倾向、人际信任对反馈寻求策略的影响研究. 管理评论, 27( 9), 140-150.
27 *王石磊, 彭正龙 . ( 2013). 新员工反馈寻求行为对其创新行为的影响研究. 管理评论, 25( 12), 156-164.
28 *谢俊, 储小平, 汪林 . ( 2012). 效忠主管与员工工作绩效的关系: 反馈寻求行为和权力距离的影响. 南开管理评论, 15(2), 31- 38, 58.
29 *薛育红 . ( 2018). 变革型领导风格与个体创新绩效的关系研究 (硕士学位论文). 西安工程大学.
30 *杨忠 . ( 2017). 企业员工心理资本对组织公民行为的影响机制研究 (硕士学位论文). 贵州师范大学, 贵阳.
31 *于维娜, 樊耘, 张婕, 门一 . ( 2015). 价值观异致性会促进创新绩效的产生吗?——支持性组织氛围和反馈寻求行为的被中介的调节效应. 预测, 34( 2), 14-21.
32 *张辉 . ( 2017). 知识型员工反馈寻求行为对创新绩效的影响研究 (硕士学位论文). 深圳大学.
33 *张建平 . ( 2016). 员工追随力与其工作绩效的关系 (硕士学位论文). 广东财经大学, 广州.
34 *张婕, 樊耘, 张旭 . ( 2014). 前摄性行为视角下的员工创新——前摄型人格、反馈寻求与员工创新绩效. 南开管理评论, 17( 5), 13-23.
35 张燕红, 廖建桥 . ( 2014). 组织中的反馈寻求行为研究述评与展望. 外国经济与管理, 36( 4), 47-56.
36 张燕红, 廖建桥 . ( 2015). 团队真实型领导、新员工反馈寻求行为与社会化结果. 管理科学, 28( 2), 126-136.
37 张颖, 杨付 . ( 2018). 反馈寻求行为的影响因素和本土化发展. 心理科学进展, 26( 6), 1121-1130.
url: http://journal.psych.ac.cn/xlkxjz/CN/article/article4349.shtml
38 *周慧琳 . ( 2018). 领导政治技能对员工创造力的多重中介影响研究 (硕士学位论文). 广东工业大学, 广州.
39 *周金毅, 陈昊, 李雅文 . ( 2017). 双渠道负向反馈寻求与员工工作绩效的关系——考虑角色清晰度的调节作用. 技术经济, 36( 2), 47-56.
40 *邹亚情 . ( 2018). 模糊容忍度对员工创新行为的影响研究(硕士学位论文). 南京财经大学.
41 Anseel F., Beatty A. S., Shen W., Lievens F., & Sackett P. R . ( 2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41( 1), 318-348.
42 Ashford, S. J . ( 1986). Feedback-seeking in individual adaptation: A resource perspective. The Academy of Management Journal, 29( 3), 465-487.
43 *Ashford, S. J., & Black, J. S . ( 1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81( 2), 199-214.
url: http://dx.doi.org/10.1037/0021-9010.81.2.199
44 Ashford, S. J., & Cummings, L. L . ( 1983). Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32( 3), 370-398.
url: http://dx.doi.org/10.1016/0030-5073(83)90156-3
45 Ashford, S. J., & Cummings, L. L . ( 1985). Proactive feedback seeking: The instrumental use of the information environment. Journal of Occupational Psychology, 58( 1), 67-79.
url: http://dx.doi.org/10.1111/j.2044-8325.1985.tb00181.x
46 Ashford, S. J., & Northcraft, G. B . ( 1992). Conveying more (or less) than we realize: The role of impression- management in feedback-seeking. Organizational Behavior and Human Decision Processes, 53( 3), 310-334.
url: http://dx.doi.org/10.1016/0749-5978(92)90068-I
47 *Ashford, S. J., & Tsui, A. S . ( 1991). Self-regulation for managerial effectiveness: The role of active feedback seeking. The Academy of Management Journal, 34( 2), 251-280.
48 Ashford, S. J., Blatt, R. & VandeWalle, D . ( 2003). Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations. Journal of Management, 29( 6), 773-799.
49 *Auh S. Y., Menguc B., Imer P., Uslu A . ( 2019). Frontline employee feedback-seeking behavior: How is it formed and when does it matter? Journal of Service Research, 22( 1), 44-59.
url: http://dx.doi.org/10.1177/1094670518779462
50 *Bauer, T. N., & Green, S. G . ( 1998). Testing the combined effects of newcomer information seeking and manager behavior on socialization. Journal of Applied Psychology, 83( 1), 72-83.
url: http://dx.doi.org/10.1037/0021-9010.83.1.72
51 Baumeister R. F., Heatherton T. F., & Tice D. M . ( 1993). When ego threats lead to self-regulation failure: negative consequences of high self-esteem. Journal of Personality and Social Psychology, 64( 1), 141-156.
url: http://dx.doi.org/10.1037/0022-3514.64.1.141
52 *Brown S. P., Ganesan S., & Challagalla G . ( 2001). Self-efficacy as a moderator of information-seeking effectiveness. Journal of Applied Psychology, 86( 5), 1043-1051.
url: http://dx.doi.org/10.1037/0021-9010.86.5.1043
53 Callister R. R., Kramer M. W., & Turban D. B . ( 1999). Feedback seeking following career transitions. Academy of Management Journal, 42( 4), 429-438.
54 *Chen, Y. H., & Zhang, L . ( 2019). Be creative as proactive? The impact of creative self-efficacy on employee creativity: A proactive perspective. Current Psychology, 38( 2), 589-598.
url: http://dx.doi.org/10.1007/s12144-017-9721-6
55 *Chen Z. G., Lam W., & Zhong J. A . ( 2007). Leader-member exchange and member performance: A new look at individual-level negative feedback-seeking behavior and team-level empowerment climate. Journal of Applied Psychology, 92( 1), 202-212.
url: http://dx.doi.org/10.1037/0021-9010.92.1.202
56 Cheramie, R . ( 2013). An examination of feedback-seeking behaviors, the feedback source and career success. Career Development International, 18( 7), 712-731.
url: http://118.145.16.217/magsci/article/article?id=19648564
57 *Cheramie, R. A . ( 2004). The individual, the source, and the context: An investigation of antecedents and consequences of feedback-seeking behavior (Unpublished Doctoral Dissertation). Louisiana State University, Baton Rouge.
58 *Chughtai, A. A., & Buckley, F . ( 2010). Assessing the effects of organizational identification on in-role job performance and learning behaviour. Personnel Review, 39( 2), 242-258.
url: http://dx.doi.org/10.1108/00483481011017444
59 Crant, J. M . ( 2000). Proactive behavior in organizations. Journal of Management, 26( 3), 435-462.
60 *Dahling J., O’Malley A. L., & Chau S. L . ( 2015). Effects of feedback motives on inquiry and performance. Journal of Managerial Psychology, 30( 2), 199-215.
url: http://dx.doi.org/10.1108/JMP-12-2012-0409
61 *Dahling, J. J., & Whitaker, B. G . ( 2016). When can feedback-seeking behavior result in a better performance rating? Investigating the moderating role of political skill. Human Performance, 29( 2), 73-88.
url: http://dx.doi.org/10.1080/08959285.2016.1148037
62 *Dahling J. J., Chau S. L., & O’Malley A . ( 2012). Correlates and consequences of feedback orientation in organizations. Journal of Management, 38( 2), 531-546.
url: http://118.145.16.217/magsci/article/article?id=24906800
63 *de Stobbeleir, K. E. M., Ashford S. J., & Buyens D . ( 2011). Self-regulation of creativity at work: The role of feedback-seeking behavior in creative performance. Academy of Management Journal, 54( 4), 811-831.
url: http://118.145.16.217/magsci/article/article?id=21044909
64 Fedor D. B., Rensvold R. B., & Adams S. M . ( 1992). An investigation of factors expected to affect feedback seeking: A longitudinal field study. Personnel psychology, 45( 4), 779-802.
65 *Gong Y. P., Wang M., Huang J. C., & Cheung S. Y . ( 2017). Toward a goal orientation-based feedback-seeking typology. Journal of Management, 43( 4), 1234-1260.
66 Hedges, L. V., & Vevea, J. L . ( 1998). Fixed and random effects models in meta-analysis. Psychological Methods, 3( 4), 486-504.
url: http://dx.doi.org/10.1037/1082-989X.3.4.486
67 *Huang C., Qian J., Jin Z., & Wang B . ( 2018). Unlocking the mask: A close look at how servant leaders influence people. Current Psychology, 37( 4), 958-965.
url: http://dx.doi.org/10.1007/s12144-017-9576-x
68 *Huang, J. T . ( 2012). Be proactive as empowered? The role of trust in one’s supervisor in psychological empowerment, feedback seeking, and job performance. Journal of Applied Social Psychology, 42( S1), E103-E127.
url: http://dx.doi.org/10.1111/j.1559-1816.2012.01019.x
69 Hunter, J. E., & Schmidt, F. L . ( 1990). Dichotomization of continuous variables: The implications for meta-analysis. Journal of Applied Psychology, 75( 3), 334-349.
url: http://dx.doi.org/10.1037/0021-9010.75.3.334
70 Hwang, A., & Francesco, A. M . ( 2010). The influence of individualism-collectivism and power distance on use of feedback channels and consequences for learning. Academy of Management Learning and Education, 9( 2), 243-257.
71 *Jokisaari, M., & Vuori, J . ( 2014). Joint effects of social networks and information giving on innovative performance after organizational entry. Journal of Vocational Behavior, 85( 3), 352-360.
url: http://118.145.16.217/magsci/article/article?id=23312086
72 *Kammeyer-Mueller J. D., Livingston B. A., & Liao H . ( 2011). Perceived similarity, proactive adjustment, and organizational socialization. Journal of Vocational Behavior, 78( 2), 225-236.
url: http://118.145.16.217/magsci/article/article?id=15190699
73 *Kim T. Y., Cable D. M., Kim S. P., & Wang J . ( 2009). Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy. Journal of Organizational Behavior, 30( 7), 983-1000.
url: http://dx.doi.org/10.1002/job.610
74 Kuppens S., Laurent L., Heyvaert M., & Onghena P . ( 2013). Associations between parental psychological control and relational aggression in children and adolescents: A multilevel and sequential meta-analysis. Developmental Psychology, 49( 9), 1697-1712.
url: http://118.145.16.217/magsci/article/article?id=19768093
75 *Lam L. W., Peng K. Z., & Wong C. S., & Lau D. C . ( 2017). Is more feedback seeking always better? Leader-member exchange moderates the relationship between feedback-seeking behavior and performance. Journal of Management, 43( 7), 2195-2217.
76 *Lam W., Huang X., & Snape E . ( 2007). Feedback-seeking behavior and leader-member exchange: Do supervisor- attributed motives matter? Academy of Management Journal, 50( 2), 348-363.
url: http://dx.doi.org/10.5465/amj.2007.24634440
77 *Lapalme M. è., Doucet O., Gill A., & Simard G . ( 2017). Can “temps” secure future employment? Investigating the relationship between proactive behaviors and employers’ rehiring decision. Journal of Career Development, 44( 4), 297-310.
url: http://dx.doi.org/10.1177/0894845316652251
78 Larson, J. R . ( 1989). The dynamic interplay between employee’s feedback-seeking strategies and supervisors’ delivery of performance feedback. The Academy of Management Review, 14( 3), 408-422.
url: http://dx.doi.org/10.5465/amr.1989.4279075
79 *Liao, E. Y., & Chun, H . ( 2016). Supervisor monitoring and subordinate innovation. Journal of Organizational Behavior, 37( 2), 168-192.
url: http://dx.doi.org/10.1002/job.2035
80 Lipsey, M. W., & Wilson, D. B . ( 2001). Practical meta- analysis (Vol. 49). Thousand Oaks, CA: Sage Publications.
81 *Morrison, E. W . ( 1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. The Academy of Management Journal, 36( 3), 557-589.
82 *Nae E. Y., Moon H. K., & Choi B. K . ( 2015). Seeking feedback but unable to improve work performance? Qualified feedback from trusted Supervisors matters. Career Development International, 20( 1), 81-100.
url: http://dx.doi.org/10.1108/CDI-08-2014-0107
83 * Nandkeolyar, A. K., & Srivastava, N . ( 2017). When does it pay to be nice? Agreeableness, feedback seeking and job performance. Academy of Management Annual Meeting Proceedings, 2017( 1), 14963.
84 *Nifadkar S., Tsui A. S., & Ashforth B. E . ( 2012). The way you make me feel and behave: Supervisor-triggered newcomer affect and approach-avoidance behavior. Academy of Management Journal, 55( 5), 1146-1168.
url: http://118.145.16.217/magsci/article/article?id=24112997
85 *Nifadkar S. S., Wu W., & Gu Q . ( 2019). Supervisors' work-related and non-work information sharing: Integrating research on information sharing, information seeking, and trust using self-disclosure theory. Personnel Psychology, 72( 2), 241-269.
url: http://dx.doi.org/10.1111/peps.12305
86 *Pan, S. Y., & Lin, K. J . ( 2015). Behavioral mechanism and boundary conditions of transformational process. Journal of Managerial Psychology, 30( 8), 970-985.
url: http://dx.doi.org/10.1108/JMP-07-2013-0242
87 Parker, S. K., & Collins, C. G . ( 2010). Taking stock: Integrating and differentiating multiple proactive behaviors. Journal of Management, 36( 3), 633-662.
88 *Porath, C. L., & Bateman, T. S . ( 2006). Self-regulation: From goal orientation to job performance. Journal of Applied Psychology, 91( 1), 185-192.
url: http://dx.doi.org/10.1037/0021-9010.91.1.185
89 *Qian J., Song B., Jin Z., Wang B., & Chen H . ( 2018). Linking empowering leadership to task performance, taking charge, and voice: The mediating role of feedback-seeking. Frontiers in Psychology, 9( 2025), 1-11.
url: http://dx.doi.org/10.3389/fpsyg.2018.00001
90 *Renn, R. W., & Fedor, D. B . ( 2001). Development and field test of a feedback seeking, self-efficacy, and goal setting model of work performance. Journal of Management, 27( 5), 563-583.
91 Rosenthal, R . ( 1979). The file drawer problem and tolerance for null results. Psychological Bulletin, 86( 3), 638-641.
url: http://dx.doi.org/10.1037/0033-2909.86.3.638
92 Rothstein H. R., Sutton A. L., & Borenstein M . ( 2005). Publication bias in meta-analysis (pp. 1-7). John Wiley & Sons, Ltd., Chichester.
url: http://dx.doi.org/Wiley
93 *Sung S. Y., Lee J. E., Rhee Y. W., & Choi J. N . ( 2015). Multilevel antecedents of feedback-seeking behavior: Linear and curvilinear effects on creativity. Academy of Management Annual Meeting Proceedings, 2015( 1), 12007.
94 *Tsui A. S., Ashford S. J., Clair L. S. T., & Xin K. R . ( 1995). Dealing with discrepant expectations: Response strategies and managerial effectiveness. The Academy of Management Journal, 38( 6), 1515-1543.
95 van der Rijt J., van den Bossche P., van de Wiel M. W. J., Segers M. S. R., & Gijselaers W. H . ( 2012). The role of individual and organizational characteristics in feedback seeking behaviour in the initial career stage. Human Resource Development International, 15( 3), 283-301.
url: http://dx.doi.org/10.1080/13678868.2012.689216
96 VandeWalle D., Ganesan S., Challagalla G. N., & Brown S. P . ( 2000). An integrated model of feedback-seeking behavior: Disposition, context, and cognition. Journal of Applied Psychology, 85( 6), 996-1003.
url: http://dx.doi.org/10.1037/0021-9010.85.6.996
97 *Whitaker, B. G. & Levy, P . ( 2012). Linking feedback quality and goal orientation to feedback seeking and job performance. Human Performance, 25( 2), 159-178.
url: http://118.145.16.217/magsci/article/article?id=24598732
98 *Whitaker B. G., Dahling J. J., & Levy P . ( 2007). The development of a feedback environment and role clarity model of job performance. Journal of Management, 33( 4), 570-591.
99 *Williams, J. R., & Johnson, M. A . ( 2000). Self-supervisor agreement: The influence of feedback seeking on the relationship between self and supervisor ratings of performance. Journal of Applied Social Psychology, 30( 2), 275-292.
url: http://dx.doi.org/10.1111/j.1559-1816.2000.tb02316.x
100 *Wu C. H., Parker S. K., & de Jong J. P . ( 2014). Feedback seeking from peers: A positive strategy for insecurely attached team-workers. Human Relations, 67( 4), 441-464.
url: http://118.145.16.217/magsci/article/article?id=22891695
101 Yu, K. Y. T., & Davis, H. M . ( 2015). Autonomy's impact on newcomer proactive behaviour and socialization: A needs-supplies fit perspective. Journal of Occupational and Organizational Psychology, 89( 1), 172-197.
102 *Zheng X. S., Li N., Harris T. B., & Liao H . ( 2019). Unspoken yet understood: An introduction and initial framework of subordinates' moqi with supervisors. Journal of Management, 45( 3), 955-983.
[1] FANG Junyan,ZHANG Minqiang. What is the minimum number of effect sizes required in meta-regression? An estimation based on statistical power and estimation precision[J]. Advances in Psychological Science, 2020, 28(4): 673-680.
[2] DING Fengqin,WANG Dongxia. Embodied metaphors of moral concepts and its influential factors: A systematic review and meta-analysis[J]. Advances in Psychological Science, 2019, 27(9): 1540-1555.
[3] XU Yan,LI Chaoping. The relationship between leadership styles and engagement: A meta-analysis[J]. Advances in Psychological Science, 2019, 27(8): 1363-1383.
[4] XIN Sufei,JIANG Wenyuan,XIN Ziqiang. A cross-temporal meta-analysis of changes in medical college students’ mental health: 1993-2016[J]. Advances in Psychological Science, 2019, 27(7): 1183-1193.
[5] ZHANG Yali,LI Sen,YU Guoliang. The relationship between self-esteem and social anxiety: A meta-analysis with Chinese students[J]. Advances in Psychological Science, 2019, 27(6): 1005-1018.
[6] TANG Ming,LI Weiqiang,LIU Fuhui,YUAN Bo. The association between guilt and prosocial behavior: A systematic review and meta-analysis[J]. Advances in Psychological Science, 2019, 27(5): 773-788.
[7] SHAO Rong,TENG Zhaojun,LIU Yanling. How violent video games affect prosocial outcomes: A meta-analysis[J]. Advances in Psychological Science, 2019, 27(3): 453-464.
[8] Jun LIU,Chuanyan QIN. Corporate social responsibility and employee performance: A meta-analysis[J]. Advances in Psychological Science, 2018, 26(7): 1152-1164.
[9] ZHANG Ying, YANG Fu. Feedback-seeking behavior: Influencing factors and localization development[J]. Advances in Psychological Science, 2018, 26(6): 1121-1130.
[10] WANG Haiwen, ZHANG Shuhua.  The relationship between emotional labor and job satisfaction: A meta-analysis[J]. Advances in Psychological Science, 2018, 26(4): 599-613.
[11] LV Hongjiang, HAN Chengxuan, WANG Daojin.  The relationship between emotional intelligence and leadership effectiveness: A meta-analysis[J]. Advances in Psychological Science, 2018, 26(2): 204-220.
[12] Lingbo ZHAO,Lizu LAI,Yuzhong LIN,Chunxiao ZHAO,Zhihong REN. The effect and moderators of school-based anti-bullying programs: Meta-analysis and GRADE evidence[J]. Advances in Psychological Science, 2018, 26(12): 2113-2128.
[13] DING Fengqin, ZHAO Huying. Is the individual subjective well-being of gratitude stronger?A meta-analysis[J]. Advances in Psychological Science, 2018, 26(10): 1749-1763.
[14] LAI Lizu, REN Zhihong, TAO Rong.  A meta-analysis on Co-Rumination[J]. Advances in Psychological Science, 2018, 26(1): 42-55.
[15] SHI Guochun, ZHANG Lihua, FAN Huiyong.  The relationship between aggression and self-esteem: A Meta-analysis[J]. Advances in Psychological Science, 2017, 25(8): 1274-1288.
Viewed
Full text


Abstract

Cited
  Shared   
  Discussed   
Copyright © Advances in Psychological Science
Support by Beijing Magtech