NEGATIVE FEEDBACK AND EMPLOYEE JOB PERFORMANCE: MODERATING ROLE OF THE BIG FIVE

被引：6

作者：

Guo, Yun ^{[1
]}

Zhang, Yanhong ^{[2
]}

Liao, Jianqiao ^{[3
]}

Guo, Xinwei ^{[1
]}

Liu, Jintao ^{[1
]}

Xue, Xiang ^{[1
]}

Li, Cunchao ^{[1
]}

Zhang, Min ^{[1
]}

Zhang, Yumei ^{[1
]}

机构：

[1] Binzhou Univ, Dept Econ & Management, Binzhou, Shandong, Peoples R China

[2] Wuhan Univ Sci & Technol, Sch Management, Room 502,Unit 58, Wuhan 430074, Hubei, Peoples R China

[3] Huazhong Univ Sci & Technol, Sch Management, Wuhan, Hubei, Peoples R China

来源：

SOCIAL BEHAVIOR AND PERSONALITY | 2017年 / 45卷 / 10期

基金：

中国国家自然科学基金;

关键词：

negative feedback; Big Five personality traits; extraversion; openness to experience; agreeableness; emotional stability; conscientiousness; employee job performance; MULTISOURCE FEEDBACK; CONSCIENTIOUSNESS; CONSEQUENCES; PERSONALITY; ORIENTATION; BEHAVIOR; IMPACT;

D O I：

10.2224/sbp.6478

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor-subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.

引用

页码：1735 / 1744

页数：10

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