When is Criticism Not Constructive? The Roles of Fairness Perceptions and Dispositional Attributions in Employee Acceptance of Critical Supervisory Feedback
两项研究考察了公平对待和归因倾向如何影响员工对上级负面反馈的反应，发现人际公平能减少负面归因、提高反馈接受度，且效果在不同反馈情境中普遍存在。
The effects of justice and dispositional attribution on reactions to negative supervisory feedback were examined in two studies. Study 1 showed that criticism delivered with greater interpersonal fairness resulted in more favourable dispositional attributions about the supervisor, more acceptance of the feedback, and more favourable reactions towards the superior and the organization. The beneficial influence of just interpersonal treatment was general across various feedback contexts, although the magnitude varied. Study 2 clarified the causal ordering: just interpersonal treatment reduced negative dispositional attribution, which in turn increased feedback acceptance and improved attitudes towards the supervisor. Study 2 also distinguished the consequences of perceived fairness in the formal procedures applied to forming the feedback, as opposed to interpersonal treatment during its delivery.