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

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.

scholarly journals The influence of family-related factors on the succession process in small and medium-sized family businesses

2014 ◽  
Vol 9 (1) ◽  
pp. 17-32 ◽  
Author(s):  
E Venter ◽  
C Boshoff
Keyword(s):  
Family Businesses ◽  
Related Factors ◽  
Empirical Results ◽  
The Family ◽  
Managerial Implications ◽  
Succession Process ◽  
Family Harmony ◽  
The Relationship

In this study family-related factors that can influence the succession process in small and medium-sized family businesses are empirically investigated.  The dependent variable in this study is measured by two underlying dimensions, namely satisfaction with the process and continued profitability of the business.  The empirical results indicate that the family-related factors that influence both the aforementioned dimensions are the mutual acceptance of roles, the relationship between the owner-manager and successor, and family harmony.  The continued profitability of the business is also influenced by the agreement to continue the business. The existence of family harmony in itself influences the relationship between the owner-manager and successor, the agreement to continue the business, as well as the mutual acceptance of roles.  The managerial implications of these empirical findings are discussed and recommendations offered.

scholarly journals Relationship between Goal Orientations with Feedback-Seeking Behavior among Sample from the Hashemite University Students

2014 ◽  
Vol 8 (3) ◽  
pp. 539
Author(s):  
Thaer A. Ghbari ◽  
Jalal K. Damra ◽  
Yahya H. Nassar
Keyword(s):  
Goal Orientation ◽  
Goal Orientations ◽  
Learning Approach ◽  
Feedback Seeking ◽  
Feedback Learning ◽  
Seeking Behavior ◽  
Approach Goals ◽  
The University ◽  
Hashemite University ◽  
The Relationship

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. 

The effect of goal orientation on feedback-seeking behavior

2003 ◽  
Author(s):  
Guihyun Park ◽  
Aaron M. Schmidt ◽  
Christine Scheu ◽  
Richard P. DeShon
Keyword(s):  
Goal Orientation ◽  
Feedback Seeking ◽  
Seeking Behavior

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.

Association of Type a Behavior and Job Performance in a Sample of Kuwaiti Workers

1999 ◽  
Vol 85 (1) ◽  
pp. 189-196
Author(s):  
Othman Alkhadher
Keyword(s):  
Job Performance ◽  
Type A ◽  
Type A Behavior ◽  
Related Factors ◽  
The Relationship ◽  
Accuracy Speed ◽  
General Appearance

This study investigated the relationship between Type A behavior and job performance using three measures of Type A behavior (Milwaukee Scale, A-B Scale, and Type A Measure) and 14 job performance subscales obtained from each participant's record. A total of 103 Kuwaiti employees, 66 men and 37 women, participated voluntarily. Some job performance scales as well as the over-all performance scores were not significantly related to any of the measures of Type A behavior used. These scales were Initiative, Dealing with Others, General Appearance, Accuracy, Speed, Adherence to Rules, Relationship with Colleagues, Adherence to Attendance Time, and Over-all Performance. Following Supervisors' Orders is the only scale for which scores correlated .25, and .26, respectively ( p = .05) with two of the Type A measures. Inconsistency with previous findings may be attributed to treating Type A behavior as a global construct rather than separating out its components and to job-related factors that might moderate the possible relationship as well as the variations in the tests' reliabilities and lengths.

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.

How does abusive supervision restrict employees’ feedback-seeking behavior?

2019 ◽  
Vol 34 (8) ◽  
pp. 546-559 ◽  
Author(s):  
Chuangang Shen ◽  
Jing Yang ◽  
Peixu He ◽  
Yenchun Jim Wu
Keyword(s):  
Detrimental Effect ◽  
Abusive Supervision ◽  
Hierarchical Regression ◽  
Feedback Seeking ◽  
Content Type ◽  
Abusive Behavior ◽  
Member Exchange ◽  
Seeking Behavior ◽  
Concept Theory ◽  
Practical Implications

Purpose The purpose of this paper is to explore the restrictive effect of abusive supervision on employees’ feedback-seeking behavior (FSB) through organizational-based self-esteem (OBSE) and the moderation of this mediation by leader-member exchange (LMX). Design/methodology/approach This study conducted hierarchical regression and path analysis to analyze the 312 manager–employee dyads data gathered from five companies in China. Findings The authors found that abusive supervision had a detrimental effect on employee FSB, partially through OBSE, and that both the direct and indirect effects were moderated by LMX. Practical implications Organizations should seek to inhibit supervisors’ abusive behavior in the workplace. Supervisors should not occasionally mistreat subordinates with whom they have a good relationship. Originality/value This study reveals the underlying influence mechanism of abusive supervision on employee FSB using the self-concept theory and suggests that OBSE is critical in determining how abusive supervision influences employee FSB. Furthermore, LMX quality (especially high LMX) moderates the above mediation.

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