Do the types of feedback seeking affect mentoring support? the mediating effect of supervisor-attribution and moderating effect of perceived emotional labor

• Main Authors: Tsai, Chang-Jung, 蔡彰容
• Other Authors: Lin, Tzu-Ting
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/gx999t

碩士 === 國立政治大學 === 心理學系 === 105 === With the development of science, technology and globalization, it would be difficult for employees to maintain competitiveness and grow career success if they do not learn and improve their skills continuously. Feedback seeking has become a way for a person in workplace to understand their own performance and others’ expectations of their own. As the trend of literature development has shown, the topic about feedback is gradually transferred to focus on a more positive side. However, previous studies only emphasizing subordinate’s view of searching for feedback, only with little focus on superviser’s aspect of receiving feedback. In addition, previous research lack of the understanding about the content of feedback. This study will explore the impact subordinate’s feedback seeking behavior may have on the mentoring function which supervisor provide. Also, this study will manage supervisor’s attrinution as the mediating role between feedback seeking and mentoring, and test perceived emotional labor as a moderating role between feedback seeking and attribution. Questionnaire survey method and statistical methods were used to analyze and test the hypothesis. 202 pairs of effective data were analyzed by statistical methods and results show that subordinates’ work-related feedback had significant impact in predicting performance-enhancement attribution. Performance-enhancement a strong predictor on career mentoring function. This study did not find attribution and perceived emotional labor as mediator and moderator. However, additional analysis was done and shown that proactive behavior of subordinates can moderate the effect of non-work related feedback to impression management attribution. Finally, theoretical contributions, limitations of the study and suggestions for future research are discussed.