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A Study on the Relationship among Feedback-Seeking Motives, Feedback Contents, and Its' Consequences according to Feedback Source
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피드백 원천에 따른 피드백 추구 동기, 피드백 내용, 피드백 추구 결과 간의 관계에 대한 연구

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Type
Academic journal
Author
Byoung Kwon Choi (상명대학교) Byung-Sook Lee (상명대학교) Kitae Kim (상명대학교)
Journal
DAEHAN Association of Business Administration, Korea Korean Jouranl of Business Administration Vol.28 No.10 KCI Accredited Journals
Published
2015.10
Pages
2,541 - 2,564 (24page)

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A Study on the Relationship among Feedback-Seeking Motives, Feedback Contents, and Its' Consequences according to Feedback Source
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Although prior studies on feedback-seeking behavior (FSB) have focused on the FSB motives, there are few empirical investigations on the relationship among FSB motives, feedback contents, and FSB’s consequences, such as feedback satisfaction and willingness to use. From the perspective of feedback source, since previous researchers have paid much attention on FSB from supervisors as feedback source, there are scare examination on the differences of FSB mechanism according to various feedback sources including followers. In this regard, this study aimed to examine how two FSB motives-performance improvement and impression management motive-influence two types of feedback contents-positive and negative feedback-when feedback is sought from supervisor and followers. In addition, this study also tried to investigate how the influences of feedback contents on feedback satisfaction and willingness to use differ in accordance to feedback sources.
Data were collected from 125 Korean employees using self-reported questionnaires. The results showed that when employees seek feedback from supervisors, whereas performance improvement motive was positively related negative feedback, impression management motive was positively related to positive feedback. However, contrary to expectation, even though performance improvement motive was high, employees seek positive feedback from supervisors. This implies that employees with performance improvement motive consider not only negative feedback but also positive feedback as valuable for performance improvement because they can verify their effective behaviors and/or performance and sustain such effectiveness consistently by positive feedback. In case of seeking feedback from followers, whereas performance improvement motive was positively related to negative feedback, impression management motive was positively related to positive feedback. the hypothesis which expect that employees with performance improvement motive would not seek feedback from positive feedback from subordinates was not supported. We can infer that the relationship between performance improvement motive and positive feedback from subordinates might be affected by the trusting relationship of them. For instance, while employees who trust in their subordinates would seek positive feedback, employees who do not trust in subordinates would not seek positive feedback from subordinates. Consistent to previous findings, regardless of feedback sources, negative feedback was positively associated with feedback satisfaction and willingness. In addition, in case of seeking feedback from subordinates, positive feedback increased employees’ feedback satisfaction.
The current study have some implications First, this study contributes to understanding on the relationships between FSB motives and feedback contents by considering two different feedback sources. Specifically, although previous studies have focused on the relationship between FSB motives and frequency of FSB and also have mainly considered supervisor as feedback sources, this study tried to examine how feedback contents are influenced by two kinds of FSB motives and the relationships among FSB motives, feedback contents, and its consequences differ in accordance to two different feedback sources (supervisor and subordinate). Second, our findings provide implications to organizations that they need to encourage employees to seek feedback negative feedback with performance improvement motive. For this, organizations try to demonstrate that negative feedback is positively related to feedback satisfaction and willingness to use it. Finally, we delineated the limitations of the current study and showed directions for future studies.

피드백 추구 행동 분야의 선행연구들은 구성원의 피드백 추구 동기가 피드백 내용(긍정 피드백, 부정 피드백)에 미치는 영향이나 피드백 내용에 따른 피드백 만족도의 차이를 규명하는 연구를 많이 수행해 왔다. 그러나 조직에서 구성원이 피드백을 추구하는 원천은 상사, 부하 등 다양할 수 있으며, 이러한 피드백 원천에 따라서 피드백 추구 행동의 메커니즘에 차이가 있을 수 있다. 이에, 본 연구에서는 첫째, 상사 및 부하라는 피드백의 원천에 따라서 구성원의 피드백 추구 행동의 동기(성과향상 동기, 인상관리 동기)가 추구하는 피드백의 내용에 미치는 영향이 어떻게 달라지는지를 살펴보고자 하였으며, 둘째, 상사 및 부하로부터 추구한 피드백의 내용이 구성원의 피드백 만족도 및 활용의도에 어떠한 영향을 주는가를 규명하고자 하였다.
국내 직장인 125명을 대상으로 한 설문조사 결과, 첫째, 피드백 추구 동기와 피드백 내용과의 관계에서, 상사로부터 피드백 추구 시, 성과향상 동기가 높을수록 부정 피드백을 더 많이 추구하는 반면, 인상관리 동기가 높을수록 부정 피드백은 덜 추구하는 것으로 나타났다. 그러나 가설과는 달리, 성과향상 동기 역시 긍정 피드백 추구에 정의 영향을 주는 것으로 나타났다. 한편, 부하로부터 피드백 추구 시, 성과향상 동기는 부정 피드백에 정의 영향을 준 반면, 인상관리 동기는 긍정 피드백 추구에 정의 영향을 주는 것으로 나타났다. 둘째, 피드백 내용과 피드백 추구 행동의 결과와의 관계에서, 피드백 원천에 관계없이 부정 피드백은 피드백 만족도를 높이며, 역량 및 성과 향상을 위해 피드백을 활용하고자 하는 의지를 높이는 것으로 나타났다. 또한, 부하로부터의 피드백 추구 시에는 긍정 피드백도 피드백 만족도에 정의 영향을 주는 것으로 나타났다.
본 연구는 그간 다소 간과되었던 피드백 원천(상사, 부하)에 따른 피드백 추구 동기와 피드백 내용간의 관계를 살펴보았다는 점에서 의의가 있다. 또한 본 연구는 구성원이 성과향상 동기를 갖고 적극적으로 부정 피드백을 추구하도록 유도하고, 인상관리 차원에서의 긍정 피드백은 지양하는 방향으로 피드백 추구에 대한 인식을 전환시킬 필요가 있다는 시사점을 제공하고 있다. 연구의 한계 및 향후 연구방향은 연구 말미에서 제시하였다.
#피드백 추구 동기 #피드백 내용 #피드백 만족도 #피드백 활용의도 #피드백 원천 #Feedback Seeking Motive #Feedback Content #Feedback Satisfaction #Willingness to Use Feedback #Feedback Source

Contents

요약
Abstract
Ⅰ. 서론
Ⅱ. 이론적 배경 및 연구가설
Ⅲ. 연구방법
Ⅳ. 분석 결과
Ⅴ. 결론 및 토의
References

References (46)

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[학술지(정기간행물)] - 윤종록 / 2006 / 정보추구행동이 신입사원의 조직사회화와 직유효성에 미치는 영향 - 상사, 동료간 피드백정보량의 조절효과 - / 대한경영학회지 19 (3) : 1119 ~ 1140 dbpia [학술지(정기간행물)] - 최병권 / 2012 / 부하가 인식하는 상사의 피드백 추구행동과 리더십 효과성의 관계: 상사-부하 교환관계(LMX)의 조절효과 / 조직과 인사관리연구 36 (2) : 151 ~ 186 google schola [학술지(정기간행물)] - 최병권 / 2011 / 목표지향성, 상사부하 교환관계, 부하 신뢰성 인식이 상사의 부하로부터의 부정적 피드백추구행동에 미치는 영향 / 인사조직연구 19 (4) : 93 ~ 142 dbpia [학술지(정기간행물)] - Anseel, F. / 2015 / How are we doing after 30 years? A meta analytic review of the antecedents and outcomes of feedback-seeking behavior / Journal of Management 41 : 318 ~ 348 Crossref [학술지(정기간행물)] - Anseel, F. / 2007 / A self-motives perspective on feedback-seeking behavior : Linking organizational behavior and social psychology research / International Journal of Management Review 9 : 211 ~ 236 Crossref

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