| Feedback is traditionally expected to improve performance behaviors. However, several dispositional characteristics influence the feedback process. Goal orientation is one variable that affects the feedback process (VandeWalle & Cummings, 1997). Goal orientation (approach in achievement situations) differentially influences goal setting behaviors that affect feedback seeking frequency and the use of feedback (VandeWalle, 2003). The current study hypothesized that congruence in goal orientations among supervisor-subordinate dyads will favorably relate to organizational outcomes (feedback seeking behaviors, feedback acceptance, and the motivation to use feedback). Employees who perceived congruence between their goal orientations and the goal orientation of their supervisors were expected to engage in more feedback seeking behaviors, accept their supervisor's feedback as more accurate, and utilize more feedback towards performance improvement than those who did not perceive their supervisors as having similar goal orientations.; In addition, this study investigated the impact of supervisors' perceived goal orientations on different facets of the feedback environment. Goal orientation is hypothesized to differentially influence the type and sign of the feedback that supervisors deliver. Implications for the study and future research suggestions are discussed. |
