The Mechanism Of Feedback Effects Based On Regulatory Focus

With the continuous improvement of management skills, managers have paid more attentions on performance feedback which is an important component of performance management. However, how to provide performance feedback for employees scientifically has become a difficult problem to managers . This article use the theoretical and empirical methods to analyze the effects of different feedback valence on employee behavior, and investigate the mechanism of performance feedback effects based on regulatory focus, and provide preliminary proposal for managers.The study is divided into five parts. The first part is an introduction, describing the meaning, purpose, content, innovation, technology roadmap and structural arrangements. The second part is literature review, including performance feedback and regulatory focus literature review. The third part is the research design, including theoretical model, hypothesis and questionnaire design. The fourth part is data analysis and hypothesis testing, including releasing and collecting the questionnaire, analysing questionnaire reliability and validity, and making the conclusion through the analysis of 168 pairs of managers and employees. The conclusions are: (1)positive feedback can improve employee's creative behavior, organizational citizenship behavior and in-role performance, and negative feedback can improve in-role performance and intended response; (2) individual with promotion focus will have more creative behavior, organizational citizenship behavior, and higher in-role performance, individual with prevention focus will have higher in-role performance and a strong intended response; (3) positive feedback is positively related to promotion focus, and negative feedback is positively related to prevention focus; (4) promotion focus mediate the relationship between positive feedback and creative behavior, organizational citizenship behavior, and in-role performance, prevention focus mediate the relationship between negative feedback and in-role performance and intended response. Part V include the conclustion of this study, expounded the theorical and practical meaning further, as well as the research limitations and future study directions.