The effect of goal orientation on feedback-seeking behavior

This study aimed at exploring the relationship between goal orientation (GO) and the feedback-seeing behavior (FSB). The sample consisted of 330 students from four sections which were chosen randomly from the university requirements of the Hashemite University.These courses were chosen purposively because they contain students from different faculties and majors. The students completed the GO and the FSB questionnaires. The results showed that the females adopted learning-approach goals, but the males adopted performance-approach goals. Concerning the FSB, students sought self-validation feedback. In respect to gender differences in FSB, males sought self-validation feedback, whereas females sought self-improvement feedback. The results also showed that there was a negative correlation between performance-approach goals and self-improvement feedback, but there was a positive correlation between performance-approach goals and self-improvement feedback. Learning-approach goals were positively correlated with self-improvement feedback, but correlated negatively with self-validation feedback.

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The effect of goal orientation on continuous learning activity

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v31i1.123-147 ◽

2018 ◽

Vol 31 (1) ◽

pp. 123-147

Author(s):

Eolim Kim ◽

Tae Young Han

Keyword(s):

Goal Orientation ◽

Negative Feedback ◽

Positive Feedback ◽

Goal Orientations ◽

Learning Activity ◽

Continuous Learning ◽

Feedback Seeking ◽

Performance Goal ◽

Learning Goal Orientation ◽

Seeking Behavior

This study focused on motivational characteristics of two goal orientations affecting continuous learning activity. Specifically the study examined effects of performance goal orientation and learning goal orientation on continuous learning activity through mediation effects of two types of feedback seeking behavior - positive and negative feedback seeking behavior. The survey data from 208 employees working in various organizations were analyzed using structure equation analysis. For a comparison, analyses of two goal orientation were conducted separately. Results showed that each goal orientation has positive effects on positive and negative feedback seeking behaviors. While positive feedback seeking behavior was found to affect continuous learning activity positively, negative feedback seeking behavior was not significant. The study revealed that full mediation effect of positive feedback seeking behavior between performance goal orientation and continuous learning activity, and it also found that the effect of learning goal orientation on continuous learning activity was partially mediated by positive feedback seeking behavior. Similar relational patterns were found when the two goal orientations were put in the analysis simultaneously. Suggestions for implications and future research were provided based on the findings.

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Subordinates' performance-prove goal orientation and their perception of abusive supervision

Social Behavior and Personality An International Journal ◽

10.2224/sbp.10413 ◽

2021 ◽

Vol 49 (11) ◽

pp. 1-8

Author(s):

Hsiao-Yen Mao

Keyword(s):

Job Performance ◽

Goal Orientation ◽

Abusive Supervision ◽

Feedback Seeking ◽

Related Factors ◽

Empirical Results ◽

Lower Performance ◽

Seeking Behavior ◽

Managerial Implications ◽

The Relationship

I investigated the relationship between subordinates' performanceprove goal orientation and their perception of abusive supervision, and examined whether feedback-seeking behavior toward supervisors mediated this link. I collected data using a three-wave survey of 173 employees who were working in a variety of occupations in Taiwan. Empirical results indicate that when subordinates had a performanceprove goal orientation, their perception of abusive supervision was partially decreased through their feedback-seeking behavior toward supervisors. Specifically, those employees with a higher (vs. lower) performance-prove goal orientation sought more feedback from supervisors and, thus, perceived abusive supervision to a lesser degree. These findings contribute to the literature on the antecedents of abusive supervision in terms of subordinate-related factors. Managerial implications are proposed to enable employees to be aware of how their job performance is understood and viewed by their supervisors.

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