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反馈寻求是一种积极行为,对个体以及组织绩效的提高颇具贡献。已有研究较多关注了直接询问策略对管理实践的影响,但并未区分反馈源,且对间接监测策略的关注寥寥。本文引入反馈倾向和人际信任两个变量,深入分析在中国组织情景下,二者与反馈寻求策略的关系,亦对人际信任的调节作用进行辨析。174份数据的实证分析表明:反馈倾向与询问同事和间接监测均显著正相关,与询问上级相关性不显著;情感信任与询问上级和间接监测显著正相关,能力信任与询问同事和间接监测亦显著正相关;且情感信任对反馈倾向与询问上级和间接监测均起调节作用。
Feedback seeking is a positive activity that contributes significantly to the improvement of individual and organizational performance. Previous studies have paid more attention to the direct inquiry strategy’s impact on management practice, but did not distinguish between feedback sources, and paid little attention to the indirect monitoring strategy. This paper introduces two variables, the feedback tendency and interpersonal trust, and deeply analyzes the relationship between the two and feedback seeking strategies under Chinese organizational context. It also analyzes the regulatory role of interpersonal trust. The empirical analysis of 174 data shows that: the feedback tendency has significant positive correlation with inquiry colleague and indirect monitoring, but not significant correlation with inquiry superiors; emotional trust has significant positive correlation with inquiry superior and indirect monitoring, ability trust with colleagues and indirect monitoring Significant positive correlation; and emotional trust on the feedback tend to ask both superiors and indirect monitoring play a regulatory role.