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Dissertations / Theses on the topic 'Feedback seeking'

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Published: 4 June 2021
Last updated: 26 July 2025

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1

Lee, Grace Leung. "Cultural Differences in the Relationship Between Feedback-Seeking Motives and Feedback-Seeking Behaviors." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1374499755.

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2

Tayfur, Ozge. "Antecedents Of Feedback Seeking Behaviors." Master's thesis, METU, 2006. http://etd.lib.metu.edu.tr/upload/3/12607255/index.pdf.

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The aim of the present study was to examine the effects of goal orientation on feedback seeking behaviors. While examining this, the effects of self-efficacy, feedback sign, and motives were considered to better understand how goal-orientation affects the way employees seek feedback. The secondary purpose was to investigate the effects of task characteristics (important/unimportant) and performance level (good/bad) on feedback seeking behaviors. A total of 204 people working in a wide range of organizations filled out the questionnaire. Participants rated the items measuring self-effica
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Asumeng, Maxwell A. "Managers' feedback seeking : a psychological analysiS." Thesis, University of Surrey, 2007. http://epubs.surrey.ac.uk/807641/.

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Whitaker, Brian. "EXPLICATING THE LINKS BETWEEN THE FEEDBACK ENVIRONMENT, FEEDBACK SEEKING, AND JOB PERFORMANCE." University of Akron / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=akron1187456858.

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5

Stimpson, Emily Carol. "The Effect of Feedback Style on Feedback Seeking Behaviors: an Examination of Perceived Competence." Thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/42498.

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Research in the area of feedback seeking behaviors (Ashford & Cummings, 1983) has failed to examine the impact of a supervisorâ s feedback style on a subordinateâ s subsequent feedback seeking. This is an important area for investigation due to the positive relationship between feedback seeking and performance. Deci and Ryanâ s cognitive evaluation theory suggests that intrinsic motivation may be an important mediator between feedback style and FSB in that feedback style impacts an individualâ s desire for mastery of his or her environment which is related to feedback seeking in Ashford an
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Roberts, Ariel. "ME VERSUS THEM: HOW INDIVIDUALS REACT TO SELF-RELATED AND OTHER-RELATED FEEDBACK." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1622216925622435.

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Chang, Chu-Hsiang. "Effects of transformational leadership on followers' feedback seeking, feedback preference, and reactions to feedback through cognitive and motivational processes." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1122910737.

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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005.<br>"August, 2005." Title from electronic dissertation title page (viewed 12/14/2005) Advisor, Rosalie J. Hall; Committee members, Paul E. Levy, Robert G. Lord, Ramona Otega-Liston, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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8

Koves, G. Kenneth. "Information seeking in the workplace : instrument development and validation." Diss., Georgia Institute of Technology, 1996. http://hdl.handle.net/1853/30046.

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9

Drencheva, Andreana. "To ask or not to ask? : entrepreneurs' ambidextrous feedback seeking." Thesis, University of Sheffield, 2016. http://etheses.whiterose.ac.uk/15886/.

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Feedback seeking seems ubiquitous in entrepreneurship. It is assumed to aid entrepreneurs in navigating the uncertainty associated with starting new ventures, innovating, and making fast strategic decisions. Yet our understanding of entrepreneurs’ feedback seeking is under-theorised as it is often only vaguely described as a single act to gain information. Additionally, puzzling findings, such as that not all entrepreneurs seek feedback, despite its potential benefits, are unexplained. This doctoral thesis represents an in-depth inductive study with 37 nascent social entrepreneurs to better un
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10

Panarese, Christine Marion, Philip Brian McManus, Telena S. Imel, and Maryanne Palmer. "Feedback: How one Massachusetts School District Facilitates and Sustains Teacher Growth." Thesis, Boston College, 2014. http://hdl.handle.net/2345/3836.

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Thesis advisor: Lauri Johnson<br>This qualitative case study examined teacher and administrator perceptions of how one Massachusetts school district used the feedback processes to facilitate teacher growth and development. Feedback was defined as any type of information about performance or progress towards a goal that is transferred from one individual or group to another individual or group. Data gathered from participant interviews, artifact analyses, and observations of district meetings found not only effective distribution and use of educator feedback, but also that teachers and administ
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11

McGinness, Hannah Tracy. "Optimising learner agency in feedback about performance: Influences on agentic feedback behaviour and an educational intervention to improve it." Thesis, The University of Sydney, 2022. https://hdl.handle.net/2123/29617.

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Background Feedback is central to learning, yet many medical learners are dissatisfied with feedback and its translation into learning is variable. Teacher-centred interventions to improve feedback have had limited success; targeting learner agency holds promise. Influences on agentic feedback behaviour are known but a theoretical framework is needed. Also required are evidence-based interventions to improve learner agency in feedback. This study explored influences on medical student feedback behaviour during clinical attachments and determined whether a feedback workshop could improve age
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12

Gatto, Alyssa J. "Exploring the Feasibility of Bi-Weekly Monitoring and its Impact on Goal Attainment and Help Seeking in Young Adults." Thesis, Virginia Tech, 2017. http://hdl.handle.net/10919/82828.

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Mental health in young adults can vary significantly with a large proportion struggling with clinical disorders. Despite the high prevalence of psychopathology, many do not receive help. Relevant barriers to help-seeking include self-reliance, lack of awareness of symptoms or sources of help, and stigma. Measurement Feedback Systems (MFSs) and self-monitoring are potential avenues to assist in treatment engagement. In this study, Bi-Weekly Monitoring with Informational Feedback (BWM) was implemented in a college student population (N = 74) where students were asked to report on their overall p
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13

Flores, Catalina. "Linking Diversity Climate and Feedback Seeking Through Interpersonal Processes and Race Effects." University of Akron / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=akron161778390895531.

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Zelin, Alexandra I. "Considering employee sexism in the feedback-seeking process: The importance of supervisor characteristics." University of Akron / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1491929131256958.

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15

Gölz, Sebastian [Verfasser], and Andreas [Akademischer Betreuer] Homburg. "Feedback seeking as an active, goal-oriented behavior – a psychological reframing of energy consumption feedback / Sebastian Gölz. Betreuer: Andreas Homburg." Marburg : Philipps-Universität Marburg, 2016. http://d-nb.info/1103658247/34.

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O'Malley, Alison L. "Affective Forecasts and Feedback-Seeking Behavior: An Investigation into the Behavioral Effects of Anticipated Emotion." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1252088295.

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17

Rensvold, Roger Bury. "The effects of performance, individual differences, and arousal on feedback-seeking behavior in a novel computer-based task." Diss., Georgia Institute of Technology, 1994. http://hdl.handle.net/1853/30649.

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Selenta, Christopher. "FEEDBACK-SEEKING FROM A SELF-EVALUATION PERSPECTIVE: THE ROLE OF POSSIBLE SELVES AND CURRENT GOALS." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1121115959.

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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2005.<br>"August, 2005." Title from electronic dissertation title page (viewed 12/27/2005) Advisor, Robert G. Lord; Committee members, Steven R. Ash, Rosalie J. Hall, Paul E. Levy, Aaron M. Schmidt; Department Chair, Linda M. Subich; Dean of the College, Charles B. Monroe; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Katre, Aparna. "Designing Successful Social Ventures: Hands-on Feedback-Seeking Engagement with Stakeholders to Unravel What To Do Next." Case Western Reserve University School of Graduate Studies / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=case1363178034.

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Grant, Lorissa Ann. "Moderating effects of tolerance for ambiguity on role ambiguity and stress: The impact on feedback seeking behavior." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2748.

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This thesis examined factors related to employee (particularly new employee) stress. In particular it looked at stress caused by role ambiguity. It looked at the moderating effect of tolerance for ambiguity on the relationship between role ambiguity and stress. It also examined the indirect effect of feedback seeking behavior to gain desired role clarity as an intervening variable on stress level.
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Morin, Christopher Erich. "AN INVESTIGATION OF FEEDBACK SEEKING BEHAVIORS, SOURCE CREDIBILITY, AND IMPRESSION MANAGEMENT AS A FUNCTION OF GOAL ORIENTATION." CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/500.

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Goal Orientation (GO), the behavioral tendencies for the goals individuals will adopt in a variety of situations has been thoroughly utilized to understand feedback seeking behaviors. While previous and ongoing research has answered many questions within this area, there remains theoretical inconsistencies involving these relationships. For example, the relationship between prove performance goal orientation (PPGO) and feedback seeking has largely been inconsistent. There are also relationships yet to be tested such as how the GO dimensions are related to different sources of feedback within t
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Flärdh, Oscar. "Modelling, analysis and experimentation of a simple feedback scheme for error correction control." Licentiate thesis, KTH, School of Electrical Engineering (EES), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4300.

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<p>Data networks are an important part in an increasing number of applications with real-time and reliability requirements. To meet these demands a variety of approaches have been proposed. Forward error correction, which adds redundancy to the communicated data, is one of them. However, the redundancy occupies communication bandwidth, so it is desirable to control the amount of redundancy in order to achieve high reliability without adding excessive communication delay. The main contribution of the thesis is to formulate the problem of adjusting the redundancy in a control framework, which en
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23

Walter, Sheryl L. "Who develops? Understanding the role of leadership mindset in developmental opportunities." Diss., University of Iowa, 2016. https://ir.uiowa.edu/etd/2162.

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Billions of dollars are invested annually on leadership development interventions within organizations. And while these leadership development programs are generally effective, as evidenced by meta-analytic findings, researchers and organizational leaders alike are perplexed by the fact that some individuals’ leadership abilities do not show improvement after participating in a leadership development program. Drawing from social psychology and implicit person theory, I extend implicit self-theory into the leadership domain
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Janardhana, Swathi. "Perceived Psychological Safety and Behaviors That Promote Learning From Errors of Working Students: The Mediating Role of Error Orientation." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95671.

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The fact that every organization is confronted with errors necessitates a thorough understanding of the factors that encourage employees to engage in behaviors that promote learning from errors. Putting reflective activity and two types of feedback seeking into the center of attention, this study addresses the question of whether perceived psychological safety indirectly relates to these behaviors through error orientation. A cross-sectional survey study was conducted on a convenience sample of 154 German and Swedish working students. Participants completed an online survey of their perception
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25

Bianchin, Marta. "From emotion to decision: role played by the prefrontal cortex." Doctoral thesis, Università degli studi di Padova, 2008. http://hdl.handle.net/11577/3425573.

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The aim of the present work was to investigate role of OFC in startle modulation and emotion processing, and to clarify emotion influence on decision making. Moreover, we were interested in risk anticipation process, that is an important cognitive/emotional component of decision making, and how personality trait influence risky choices and economic decisions. The present studies highlighted that pOFC lesions cause specific deficit on unpleasant stimuli processing. This could be at the basis of participants "myopia" for negative feedback (such as monetary losses), which caused the inability of
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26

"Looking at feedback from both sides now: Integrating feedback, feedback-seeking, and gender." Tulane University, 2016.

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archives@tulane.edu<br>This dissertation integrates the feedback and feedback-seeking literatures to create a more complete theoretical model of feedback interactions. Two studies examine how characteristics of the feedback episode (i.e., sought or unsought feedback) and characteristics of the members of the feedback dyad (i.e., gender) impact the feedback given and its efficacy or lack thereof. Drawing on research on feedback, feedback­ seeking, cognitive processing, and diversity, this study proposes that who initiates the feedback episode will affect the feedback given, as well as subsequen
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Chen, Jiang-Ting, and 陳姜婷. "The Relationship of Supervisors' Coaching Behavior and Subordinates' Feedback Seeking Behavior: Perceived Value/Cost of Feedback Seeking Behavior as Mediator." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/29747327855778536953.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系<br>97<br>Coaching has been a popular research topic in management and organizational behavior field in the past decade, and more and more enterprises utilize coaching to improve employees’ performance and growth. According to the perspective of performance management process, supervisors should act as an effective coach and help their subordinates improving their performance in the performance execution phase. Similarly, subordinates must adopt proactive behavior to improve their performance as well, and feedback seeking behavior is one type of proactive behavior. T
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MacDonald, Heather Anne. "Motivational Differences in Feedback-Seeking Intentions: A Cultural Analysis." Thesis, 2008. http://hdl.handle.net/10012/3696.

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Two studies examined cultural differences in the propensity to seek performance feedback using an experimental policy-capturing design. Findings demonstrated differences between European-Canadians and Chinese participants in the importance of contextual and individual variables in predicting feedback-seeking intentions. In particular, European-Canadians were more motivated than Chinese participants to seek individual feedback when it was positive versus negative (feedback valence). Further, the ego-based motive (ego-defensiveness) predicted the relationship between feedback valence and feed
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Lu, Kuo-Ming, and 盧國銘. "Exploring the Antecedents and Mechanisms of Feedback-Seeking Behavior." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/e25xju.

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博士<br>國立臺灣科技大學<br>企業管理系<br>99<br>It is widely recognized that enhancing employee feedback-seeking behavior is essential for individual performance improvement and organizational effectiveness. Although a growing body of studies have evoked interest in examining the antecedents (e.g., self-confidence, self-esteem, tolerance of ambiguity, leadership style, etc.) of feedback-seeking behavior, they have focused on Western countries; thus, evidence for the findings is still lacking in Eastern culture. In particular, research has yet to establish whether feedback-seeking behavior can be influenced b
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SU, HUEI-LUN, and 蘇慧倫. "The Study of The Relationship Between Feedback Type, Personal Traits and Performance-The Moderating Effects of Feedback-seeking Behavior." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/57308665190984051713.

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碩士<br>國立中正大學<br>企業管理研究所<br>101<br>Feedback mechanisms in the past studies, is generally considered as important momentum to promote the growth of organization and personnel performance. However, previous studies to investigate how it affects performance feedback mechanisms, and between the discussion, there are still many deficiencies. Through feedback-monitoring, individual constantly adjust their behavior to improve their performance. However, the performance feedback from different sources, employees will have different reactions, which may be cause by the type of feedback have different ef
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Chen, Pao-Ju, and 陳寶如. "A Study of the Influence of Individual Differences on the Feedback-Seeking Process." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/pr6wfb.

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碩士<br>崑山科技大學<br>企業管理研究所<br>97<br>The feedback of the performance subordinate to a ministry all have a lot of useful and valuable informations, subordinate to a ministry to obtain information,it is an extremely important mechanism to look for and feedback voluntarily. There have been many empirical studies of individual factors that affect feedback-seeking behavior (FSB). However, despite agreement about the importance of motives (i.e. perceived value and costs) underlying feedback seeking, and these motives have been used to support predictions and to explain findings in feedback-seeking stud
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Thorsheim, Thomas Eric 1971. "Modification of ability beliefs and help-seeking behavior in response to verifying and non-self-verifying performance feedback." 2002. http://hdl.handle.net/2152/11307.

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Thorsheim, Thomas Eric Wicker Frank W. "Modification of ability beliefs and help-seeking behavior in response to verifying and non-self-verifying performance feedback." 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3108520.

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Reddoch, Lisa. "Verifying relational value: the moderating role of self-esteem in seeking self-verifying feedback." Thesis, 2012. http://hdl.handle.net/1828/4048.

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People feel discomfort when they receive feedback about their relational value that is inconsistent with their self-esteem and certainty when they receive feedback that is consistent (Stinson et al., 2010). Feeling discomfort prompts additional feedback-seeking to confirm or disprove the original feedback (Swann, 1987). Feeling certainty does not. People base their self-views on years of experience and so are more likely to seek self-view consistent feedback (Swann, 1987). Participants were given high relational value feedback to invoke discomfort in individuals with low self-esteem (LSE
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JianLung-De and 簡隆德. "The influence of Paternalistic Leadership on Subordinates’ Feedback-Seeking Processes: A Study of Life Insurance." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/16814450556762643243.

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碩士<br>崑山科技大學<br>企業管理研究所<br>94<br>The organization that led in the performance, the feedback information of the performance subordinate to a ministry all have a lot of useful functions in organize and subordinate to a ministrying, subordinate to a ministry to obtain working performance information, it is an extremely important mechanism to look for and feedback voluntarily. Over the last 20 years, a lot of positive research has probed into the idiosyncrasy already (Such as the sense of conducting oneself with dignity, tolerate degree fuzzily ) whether or organize the factor (if often feedbacks
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Lin, Jia-Ruei, and 林嘉瑞. "Impact of Job Characteristic on Feedback-Seeking Behavior - The moderating effect of Tacit and Explicit Knowledge." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/38rcbc.

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碩士<br>東吳大學<br>企業管理學系<br>102<br>The feedback-seeking behavior allows people to inspire themselves and improve the performance, however, based on the past literature, there are abundance of research that has examined individual factors that influence feedback-seeking behavior and the lack of research that has considered contextual factors, so the present research studies the relation to the job characteristic model (JCM) and feedback-seeking behavior. The second part of research aims at investigating the moderating effect of tacit and explicit knowledge over the JCM and feedback-seeking behavior
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Ju-Shan, Li, and 李如珊. "A Cross-Level Study on the Relationships among Feedback-Seeking Behavior, Communication Climate and Job Satisfaction." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/15702621478268716231.

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碩士<br>國防大學管理學院<br>資源管理及決策研究所<br>98<br>The reorganization of military organizations recent years has caused military personnel duties changed frequently; and thus, the military members need to know what their duties and behaviors constantly. Feedback seeking behavior deals with organization members uses some strategy to know what their duties and behaviors in order to modify their behaviors such as to reduce the unknown situation in their environment. Previous studies found that the climate organized will influence individual’s perception of job satisfaction. Thus, there possibly exists relatio
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Cheng, Wen-Chun, and 鄭雯君. "Authentic Leadership and Financial Consultants’ Feedback Seeking Behavior:Mediating Effects of Psychological Capital and Leader-Member Exchange." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/2ukupw.

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碩士<br>銘傳大學<br>管理學院高階經理碩士學程<br>106<br>In this article, we examined the relationship between authoritarian leadership and feedback seeking behavior. Unlike the previous leadership theory, authentic leadership does not focus on leader’s control ability or their behaviors, and Leaders advance on the basis of their own values. Authentic leadership is a kind of leadership style derived from positive psychological ability. This study examined the relationships between authentic leadership and feedback seeking behavior. We tested psychological capital and leader-member exchanges (LMX) as a mediating o
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Teng, Huei-Chun, and 鄧卉君. "The Relationships among Feedback Seeking Tactics, Job Performance and Proactive Behaviors: The Examination of Moderated Mediation Model." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/47ahm9.

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博士<br>國立中山大學<br>人力資源管理研究所<br>103<br>Due to the rapidly and dramatically changing business environments, employees face highly uncertainties in their work contexts. In order to maintain and increase the competitiveness, organizations may have to adjust their structure designs or fine-tune their work procedures; it is also critical for successful performance to encourage organizational members engaging in proactive behaviors. Nevertheless, it seems insufficient for employees to passively receive feedback nowadays. Therefore, this study discusses the importance of feedback seeking behavior and di
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Chih-HaoChuang and 莊智皓. "The Effects of TMX, HRM Practices and Feedback Seeking Behavior on R＆D Employees’ Knowledge Sharing Willingness." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/43518369096548888775.

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Kuo, Yi-ku, and 郭怡谷. "The Relationship among Goal Orientation, Performance Information Seeking, Performance Information Feedback and Socialization Outcomes during Newcomer Socialization." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/07830977669512662735.

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碩士<br>東吳大學<br>企業管理學系<br>94<br>VandeWalle’s(2001) research described that 3-dimention goal orientation has different behavioral pattern with feedback seeking and may cause in individual’s performance. To that extent, this study focused on performance information seeking and labeled into four types by content and target of performance information. Accordingly, we conducted a model to discuss the relationship among goal orientation, performance information seeking and socialization outcomes of newcomers in organizational socialization. In addition, the mediate effect by performance information se
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Chi-MinChao and 趙祁敏. "Exploring the Effect of R&D Employees’ Feedback Seeking Behavior on their Willingness of Knowledge Sharing." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/48591281263476285250.

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碩士<br>國立成功大學<br>工業與資訊管理學系碩博士班<br>100<br>As industry in Taiwan changes from being labor intensive to being knowledge intensive, the knowledge that employees hold becomes a major source of competitive advantage for their employers. Yet often after knowledge sharing, employees are not able to learn about the effects of the knowledge they share upon its receivers. Whereas individual’s perception of feedback seeking behavior and one’s feedback seeking frequency is established through personal characteristics, this study explores whether or not such perception and frequency will affect individual’s
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Chang, Che-Ming, and 張哲銘. "The Effect of Salespersons’ Goal Orientation to Performance—Work Value and Feedback-Seeking are the Medium Value." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/48365453190603428303.

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碩士<br>銘傳大學<br>企業管理學系碩士班<br>100<br>Goal orientation is to investigate the motives or reasons for people to engage in study or work, to develop their own ability by “learning” or “performing”, and according to individual’s own ability viewed positive or negative, people are divided into four types. Four different types of people who have different cognitive and behavior in the face to challenges to learn or work, thereby affecting the performance. However, the current management of academic research are mostly goal orientation into three types, this study will use a four-dimension factor of
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Wen, Huang Yu, and 黃郁雯. "Exploring the Relationship of Employees' Feedback Seeking Behavior and Performance: Goal Commitment and Goal Clarity as Mediating Variables." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/01448506110365391426.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系<br>97<br>According to the perspective of managing performance, feedback plays a crucial role in the process of performance management. Feedback can not only help employees improve their performances but setting their performance goals. Traditional feedback processes suggest that people receive feedbacks passively from their supervisors or others. However, recent scholars advocate that feedback is individual resource with information value and people will demonstrate proactive feedback seeking behavior in order to get helpful information. The importance of this type
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Cheng, Peng-Hsiu, and 鄭鵬修. "Supervisor’s Negative Emotion ExpressionsImpact on Employee Feedback-seeking Behavior: Subordinate’s Negative Emotion and Self-learning Orientation as Mediators." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/89096122669431217569.

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碩士<br>銘傳大學<br>企業管理學系碩士班<br>99<br>In recent years, studies have discussed the negative expression in the organizations. Supervisors’ negative emotion expressions were believed to have negative effects on subordinate. However, the relationship between supervisors’ negative emotion expression and subordinate’s feedback-seeking behavior remained unclear. The purpose of study is to investigate the supervisor’s negative emotion expressions how to influence the subordinate’s behavior, especially subordinate’s feedback-seeking behavior. The author proposed that subordinates’ negative emotion and self-
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Kuo, Li-hsin, and 郭立欣. "The study of the relationship between goal orientation and feedback-seeking behavior: The moderating effects of individualism/collectivism." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/92765347997223519689.

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碩士<br>國立中央大學<br>人力資源管理研究所碩士在職專班<br>100<br>The feedback-seeking behavior certainly allows people to improve their performance and potential. Therefore, the goal orientation is also a deciding factor in the prediction of performance. In the previous studies related to the impact of the goal orientation on the feedback-seeking behavior, most samples were obtained from Europe and the United States. There is no related study based on the samples obtained Chinese society. And, the previous studies only took into consideration the effect of a single factor on feedback-seeking behavior. However, behav
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Tsai, Hsin-Yun, and 蔡欣芸. "A Study on the Influence of Abusive Supervision on Job Crafting and Feedback Seeking: Self-efficacy as a Mediator." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/c3v8uf.

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碩士<br>國立中正大學<br>勞工關係學系暨研究所<br>103<br>This study aimed to discuss the relationships among abusive supervision, job crafting, feedback seeking and self-efficacy. Meanwhile, the mediating effect of self-efficacy between abusive supervision and job crafting and feedback seeking were conducted. In order to avoid common method variance (CMV), this study used a two-phase questionnaire survey to collect data from high-technology employees. The study obtained 253 valid samples, and the response rate was 50.60%. The findings based on the statistical analyses are as below: 1.Abusive supervision was nega
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WU, YU-FANG, and 吳羽芳. "The Influence of Perceived Overqualification on the Voice Behavior: The Roles of Organization-based Self-esteem and Feedback Seeking." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8r5zcs.

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碩士<br>國立屏東大學<br>企業管理學系碩士班<br>105<br>The main purpose of this study is to explore the relationship among the perceived overqualification、voice behavior、organization-based self-esteem and feedback seeking. First of all, we investigate why employees will feel perceived overqualification and whether these employees will give voice behavior to the organization, and further determine the mediation effect of organization-based self-esteem in this relationship. Furthermore, we test organization-based self-esteem as a moderator between perceived overqualification and organization-based self-esteem. We
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Lun, Zhang Ming, and 張明倫. "The Influence of Goal Orientation and Feedback Seeking Behavior on Tourist Hotel Employees' Work Perfoemance: Training Transfer as Mediator." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/12516921333715835134.

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碩士<br>國立高雄應用科技大學<br>人力資源發展系<br>98<br>Training is the main method to enhance employees’ job performance, and the key point is to transfer what employees have learned in training in order to improve individual and organization performance. It can enhance employee’s job performance and organization effectiveness. Training transfer refers to transfer what employees have learned in training to their work for performance improvement. Goal orientation represents one’s belief. Individuals with different goal orientation exhibit thinking and behavior and their resultant performance is affected. One’s f
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Yao, Ssu-Yu, and 姚思羽. "The study of the relationship between leader-member exchange and feedback-seeking behavior: The moderating effects of power distance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/03642236078783003644.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>100<br>Feedback is a valuable resource to organization and individuals, it can assist leader to inspire and direct members. Individuals proactive to seek a feedback for decreasing uncertainty and understand the value of organization goal and expected behavior, it is called feedback-seeking behavior. Previous research shows that there are many factors can influence feedback-seeking behavior, the relationship with leader is one of them, therefore, this research examine the main effect between leader-member exchange (affect, contribution and professional respect ) and
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