Relationships between Feedback and Self-Development
研究了反馈的多个维度（如正面强化、威胁性等）与员工自我发展及工作绩效的关系，发现年轻管理者自我发展更高，正面反馈和授权感能提升绩效。
This study examined the extent to which dimensions of feedback are related to self-development. Employees rated their perceptions of feedback received, and supervisors rated employees’ self-development (seeking feedback and development) and job performance. Self-ratings of career motivation, public self-consciousness, and feelings of empowerment were also examined as correlates of self-development and performance. Respondents were 115 employees and their supervisors in a large Danish bank. A factor analysis showed four dimensions of feedback: positive reinforcement, evaluative feedback, threat, and development focus. Younger managers were higher on self-development. Those who perceived receiving more positive reinforcement and nonthreatening feedback and who felt empowered were rated higher in performance. Implications for practice and future research taking into account feedback dimensions and national culture are discussed.