组织中的反馈寻求行为研究述评与展望  

A Review of Feedback-seeking Behavior Research in Organizations and Prospects

作　　者：张燕红[1] 廖建桥[1] 

机构地区：[1]华中科技大学管理学院,湖北武汉430074

出　　处：《外国经济与管理》2014年第4期47-56,共10页Foreign Economics & Management

基　　金：国家自然科学基金重点项目<转型期和谐劳动关系:分享型领导;员工心理契约与人力资源策略>(批准号:71232001);国家自然科学基金面上项目<绩效考核与管理伦理的交互作用及影响机制研究>(批准号:70972016)

摘　　要："反馈"作为组织提高员工绩效的常用手段,有助于员工及时修正自己的行为,从而更好地完成工作任务。然而,自上而下的反馈在出现的时间和信息内容等方面未必能满足员工的需求,有时甚至会导致"反馈真空";而员工主动向领导和同事寻求反馈的反馈寻求行为则能弥补这些不足,促进员工和组织的长远发展。因此,反馈寻求行为的价值越来越受到重视。本文对反馈寻求行为相关研究进行了综述,介绍了反馈寻求行为的概念内涵和测量方法,阐述了反馈寻求行为研究的理论基础,分析了反馈寻求行为的影响因素和影响结果,并对未来研究方向进行了展望。As a usual means of improving the performance of employees, feedback can help em- ployees to correct their behavior and then complete work tasks better. However, the top-down feed- back cannot always satisfy employees~ needs in terms of feedback time and information content, and sometimes there even is a feedback vacuum for employees. Feedback-seeking behavior, namely em- ployees take the initiative in feedback from their leaders and colleagues, can make up for these defi- ciencies and promote the long-term development of employees and organizations, so the value of feedback-seeking behavior is paid more attention to. This paper reviews relevant literature of feedback-seeking behavior. It introduces the concept and measurements of feedback-seeking, elabo- rates the theoretical basis of feedback-seeking behavior research, analyzes the antecedents and effects of feedback-seeking and makes prospects for future research directions.

关 键 词：反馈 反馈寻求 信息寻求 

分 类 号：F270[经济管理—企业管理]