Correlates and Consequences of Feedback Orientation in Organizations
研究提出反馈导向这一个体差异，发现情商和组织反馈环境是其相关因素，并通过增加反馈寻求行为间接影响任务绩效和领导-成员交换。
Feedback orientation is an individual difference that involves seeing feedback as useful, feeling accountable to act on feedback, being aware of social information, and feeling self-assured when dealing with feedback. In this study, the authors present a test of a model of the feedback-seeking process that includes feedback orientation. They hypothesize that emotional intelligence and the organization’s feedback environment are correlates of feedback orientation and that feedback orientation is indirectly related to task performance and leader–member exchange ratings made by the supervisor through increased feedback-seeking behavior. Results largely support the hypothesized model, demonstrating the importance of this construct for performance management research.