آزمون انگیزه های متعدد در جستجوی بازخورد: تعامل ابزاری و انگیزه های حفاظت از خود

Abstract Research indicates that information received from feedback seeking is valuable for both individual and organizational outcomes. Previous research examining the feedback seeking process has consistently suggested that individual's feedback behaviors are directly influenced by three motives. Specifically, individuals are instrumentally motivated to obtain valued information but are also motivated to protect and/or enhance their ego and to protect others' impressions of them (Ashford, Blatt and VandeWalle, 2003). The current study simultaneously examined these motives by testing the interactive effects of them on feedback seeking behavior. As predicted, they did significantly interact and the results present a deeper understanding of these motives and how employees weigh various factors in deciding whether to seek feedback within the organization.

7. Conclusion This study explored the interactive effects of perceived feedback seeking costs and value and trust in the supervisor, in the feedback seeking process. Both trust and perceived feedback seeking value appear to play significant roles in employees' decisions to seek performance feedback from their supervisors. In addition, perceived feedback seeking costs were found to moderate these relationships. Interestingly, it appears that trust in a supervisor may not mitigate the effects of perceived costs, but if the perceived value of feedback is high, individuals will engage in feedback seeking behaviors regardless of the perceived costs of such behaviors. In sum, the current study enhanced understanding of the perceived costs and values that individuals must weigh when deciding to actively seek feedback from their supervisors. Given the benefits of feedback seeking for individuals and organizations, it is important to examine factors that may promote or deter active seeking behaviors.