How and when seeking feedback from coworkers pays off? The mixed role of coworker relationship

Zhang, Wei; Qian, Jing; Yu, Haili

doi:10.3389/fpsyg.2022.938699

Cited by 9 publications

(16 citation statements)

References 45 publications

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“…However, similar to the findings of the lack of a direct relationship between feedback and performance (Kluger and DeNisi, 1996), FSB may not necessarily influence individual performance (Anseel, et al, 2015;Bălăceanu, Vîrgă and Maricuțoiu, 2021). For example, while some studies identified statistically significant positive relationships between these two variables (Zhang, Qian and Yu, 2022), some other studies identified no direct relationship (Harrison, Sluss and Ashforth, 2011). The present study adopts a novel view, attempting to explain this issue by investigating different types of FSB and performance.…”

Section: Introductionsupporting

confidence: 58%

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

Rabbani

Alavi

2023

Foundations of Management

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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.

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Section: Introductionsupporting

confidence: 58%

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

Rabbani

Alavi

2023

Foundations of Management

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“…Chung et al. , 2019; Zhang et al. , 2022), we deem that kindergarten employees are likely to experience similar situations as other employees.…”

Section: Discussionmentioning

confidence: 99%

“…The mixed blessing of coworker support resource for kindergarten employees (e.g. Chung et al, 2019;Zhang et al, 2022). Therefore, we contacted kindergartens located in South Korea to recruit survey participants (i.e.…”

Section: Participants and Proceduresmentioning

confidence: 99%

“…Hong et al, 2021;Viotti et al, 2020) and for phenomena surrounding coworker support (e.g. Chung et al, 2019;Zhang et al, 2022), we deem that kindergarten employees are likely to experience similar situations as other employees. Nonetheless, the extent of work-family or family-work conflict experienced by employees and their use of work-family benefits may vary based on occupation or gender.…”

Section: Limitations and Future Research Directionsmentioning

confidence: 99%

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The mixed blessing of coworker support: understanding family-work conflict, emotional exhaustion, and job satisfaction

Han

Lee

Hur

et al. 2023

BJM

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PurposeDrawing from a resource-based perspective in the work–family interface literature, the current study examines how emotional exhaustion, as a resource depletion mechanism, mediates the relationship between family–work conflict and job satisfaction. The authors also considered the content and nature of coworker support to investigate whether there were differential moderating effects of the two distinct types of coworker support: emotional and instrumental support.Design/methodology/approachThe authors surveyed 321 kindergarten employees across multiple sites located in South Korea. Using this sample, the authors performed random coefficient modeling to test the proposed research model.FindingsThe results showed a significant negative indirect relationship between family–work conflict and job satisfaction through emotional exhaustion. Furthermore, the findings suggested differential effects of the two coworker support types, such that the positive relationship between family–work conflict and emotional exhaustion was stronger when coworker emotional support was low than when it was high; the positive relationship was stronger when coworker instrumental support was high than when it was low. Moderated mediation analyses revealed that the two types of coworker support moderated the indirect relationship.Originality/valueThese results highlight the mixed blessing of distinct types of coworker support for researchers and practitioners. A lack of emotional support and greater instrumental support from coworkers each, respectively, exacerbate the negative impact of family–work conflict on employees' well-being and, subsequently, job satisfaction.

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“…FSB is critical for organizational success and employee development (Ma et al, 2023), as it reflects employees' proactive engagement in seeking feedback to enhance their performance and adaptability (Zhang et al, 2022). Understanding how GHRM practices influence FSB can provide valuable insights into how sustainable HR practices foster a culture of continuous learning and improvement among employees.…”

Section: Introductionmentioning

confidence: 99%

Empowering employees, empowering the environment: green HRM’s journey to happiness, resilience and feedback seeking

Arun Kumar,

Nivethitha,

Vilvanathan

2024

JHTI

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PurposeGreen HRM practices in the hospitality sector are now receiving growing interest. However, the extent to which these practices contribute towards employee non-green workplace outcomes remains largely unknown. This study explores the relationships among green HRM practices, happiness at work, employee resilience, and feedback-seeking behaviour.Design/methodology/approachThe study employs two-wave data from a sample of 306 five-star hotel employees in India. Using partial least square-structural equation modelling, the relationships are tested.FindingsThe study’s results demonstrate that green HRM practices positively impact happiness at work, employee resilience, and feedback-seeking behaviour. Additionally, the relationship between green HRM practices and feedback-seeking behaviour and employee resilience is mediated by happiness at work.Research limitations/implicationsDrawing on the Job Demands-Resources Theory, Social Exchange Theory, and Broaden and Build theory, this paper proposes that green HRM practices can contribute to happiness at work, employee resilience, and feedback-seeking behaviour.Practical implicationsTo establish a positive connection between green HRM practices and employee outcomes, organizations must recognize the vital role played by happiness at work as a mediator. This means that organizations must implement green HRM practices and ensure their positive impact on employee happiness at work.Originality/valueThe originality of this research lies in its holistic approach to green HRM outcomes, suggesting that the benefits of these practices extend beyond environmental impacts to influence the psychological and behavioural dimensions of employees.

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How and when seeking feedback from coworkers pays off? The mixed role of coworker relationship

Cited by 9 publications

References 45 publications

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

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

The mixed blessing of coworker support: understanding family-work conflict, emotional exhaustion, and job satisfaction

Empowering employees, empowering the environment: green HRM’s journey to happiness, resilience and feedback seeking

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