scholarly journals Moderated Mediation Effect of Feedback Seeking Behavior and Goal Commitment on the relationship between Proactive Personalities and Sales Performance of Insurance Sales Agents in Mombasa, Kenya

2019 ◽  
Vol 15 (13) ◽  
Author(s):  
Zippy Mukami Njagi ◽  
Charles Lagat ◽  
Michael Korir
Keyword(s):  
Moderated Mediation ◽  
Sales Performance ◽  
Goal Commitment ◽  
Mediation Effect ◽  
Feedback Seeking ◽  
Seeking Behavior ◽  
Sales Agents ◽  
The Relationship

Subordinates’ feedback-seeking behavior in supervisory relationships: A moderated mediation model of supervisor, subordinate, and dyadic characteristics

2014 ◽  
Vol 20 (4) ◽  
pp. 463-484 ◽  
Author(s):  
Jae Uk Chun ◽  
Byoung Kwon Choi ◽  
Hyoung Koo Moon
Keyword(s):  
Performance Feedback ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Feedback Seeking ◽  
Self Monitoring ◽  
Supervisory Relationships ◽  
Moderated Mediation Model ◽  
Member Exchange ◽  
Seeking Behavior ◽  
The Relationship

AbstractThis study examines the mediating role of subordinates’ perceived cost of feedback-seeking, which operates contingently upon their self-monitoring and the credibility of leader as a feedback source in the relationship between leader-member exchange (LMX) quality and subordinates’ feedback-seeking behavior. The authors tested this moderated mediation model using reports from 217 subordinates employed in five large banking institutions in Korea. Results showed that the relationship between LMX quality and subordinates’ feedback-seeking behavior was mediated via the perceived cost of feedback-seeking only for subordinates with low self-monitoring and when leader credibility was low. This conditional indirect effect provides an integrated understanding of how supervisor, subordinate, and dyadic characteristics influence subordinates’ decision of whether to seek performance feedback.

scholarly journals Frontline Employee Feedback-Seeking Behavior: How Is It Formed and When Does It Matter?

2018 ◽  
Vol 22 (1) ◽  
pp. 44-59 ◽  
Author(s):  
Seigyoung Auh ◽  
Bulent Menguc ◽  
Pinar Imer ◽  
Aypar Uslu
Keyword(s):  
Customer Service ◽  
Sales Performance ◽  
Proactive Behavior ◽  
Frontline Employees ◽  
Feedback Seeking ◽  
Cross Sectional ◽  
Frontline Employee ◽  
Seeking Behavior ◽  
Time Periods ◽  
The Relationship

This research comprises two studies that extend the literature on the proactive behavior of feedback seeking. Study 1 uses cross-sectional data from frontline employees across 51 apparel stores to examine how feedback seeking is formed and under what conditions. The results suggest that the development of feedback-seeking behavior is contingent on a feedback-seeking climate and the relationship between an employee and his or her supervisor. Study 2 uses longitudinal data collected across three time periods from multiple respondents (i.e., frontline employees and managers) not only to replicate the findings from Study 1 but also to explore when feedback seeking matters. The findings reveal that managers should target employees who are less (vs. more) satisfied with their jobs because such employees perceive more instrumental value from feedback as a means to improve customer service and sales performance. The findings from this research provide insights that managers can use to increase feedback-seeking behavior from employees and effectively identify and manage the conditions under which feedback seeking will occur to greater or lesser degrees.

scholarly journals The effects of self-development motive and impression management Motive on continuous learning activity

2016 ◽  
Vol 29 (2) ◽  
pp. 279-301
Author(s):  
YeYoung Ko ◽  
TaeYong Yoo
Keyword(s):  
Impression Management ◽  
Mediation Effect ◽  
Learning Activity ◽  
Leader Member Exchange ◽  
Continuous Learning ◽  
Feedback Seeking ◽  
Self Development ◽  
Member Exchange ◽  
Seeking Behavior ◽  
The Relationship

  The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

Coworker feedback seeking and feedback environment in China: An expectation states theory approach

2019 ◽  
Vol 47 (9) ◽  
pp. 1-10 ◽  
Author(s):  
Zhenxing Gong ◽  
Mengshuang Liu ◽  
Di Xin ◽  
Faheem Gul Gilal ◽  
Kui Yin ◽  
...  
Keyword(s):  
Design And Technology ◽  
Theory Approach ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Expectation States ◽  
Industrial Enterprises ◽  
Seeking Behavior ◽  
Expectation States Theory ◽  
The Impact ◽  
The Relationship

We empirically explored the impact of feedback seeking, including feedback inquiry and monitoring, on the coworker feedback environment via coworker identification. Participants were 264 employees who worked in research and development, design, and technology sectors of industrial enterprises in China. The results indicated that feedback monitoring, feedback inquiry, and coworker identification were all positively related to the coworker feedback environment after controlling for the effects of demographic variables. Further, coworker identification fully mediated the relationship between feedback inquiry/monitoring and the coworker feedback environment. Our findings expand understanding of the feedback loop by bridging the gap between coworker feedback seeking and the coworker feedback environment. We recommend that coworkers encourage employees' feedback-seeking behavior so that the workplace feedback environment motivates them to ask for the help they need to work independently.

scholarly journals The effects of growth orientation and job crafting on creative behavior

2019 ◽  
Vol 32 (4) ◽  
pp. 389-417
Author(s):  
Eunyoung Seo ◽  
Jinkook Tak
Keyword(s):  
Online Survey ◽  
Moderated Mediation ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Growth Orientation ◽  
Creative Behavior ◽  
The Relationship

The purpose of this study was to examine the relationships among growth orientation, job crafting and creative behavior. Specifically, this study examined the mediating effect of job crafting on the relationship between growth orientation and creative behavior. Also, this study was intended to examine the moderating effect of development culture on the relationship between growth orientation and job crafting. In addition, the moderated mediation effect of developmental culture was examined in relation to growth orientation and creative behavior. Data were collected among 294 employees who were working in various companies via online survey. The results showed that growth orientation was positively related to job crafting and creative behavior, and job crafting partially mediated the relationship between growth orientation and creative behavior. Also when development culture of the organization was strong, the relation of growth orientation to job crafting was stronger, confirming the moderating effect of development culture. In addition, the moderated mediation effect of developmental culture was found. Based on the results of this study, implications, l implications, limitations, and future research were discussed.

Under threat: emotional and behavioral responses to occupational identity threat

2021 ◽  
pp. 1-17
Author(s):  
Na Yang ◽  
Ruoyong Zhang
Keyword(s):  
Negative Emotion ◽  
Experimental Studies ◽  
Behavioral Responses ◽  
Self Esteem ◽  
Occupational Identity ◽  
Feedback Seeking ◽  
Identity Threat ◽  
Seeking Behavior ◽  
The Relationship ◽  
Practical Implications

Abstract Research on identity threat has predominantly focused on the consequences of threat to some ascribed or involuntary identities, while overlooking individuals' responses to occupational identity threat. Integrating identity theory with identity threat literature, we argue that encountering occupational identity threat promotes negative emotion and feedback-seeking behavior, and negative emotion further mediates the relationship between occupational identity threat and feedback-seeking behavior. Moreover, individuals' performance self-esteem strengthens both the direct effect of occupational identity threat on negative emotion, and the indirect effect of occupational identity threat on feedback-seeking behavior through negative emotion. The results from two experimental studies and one field study provide support for these predictions. We discuss the theoretical and practical implications of our findings.

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