The Impact Mechanism Of Peer Feedback To Low Performers On Team Performance

With economic globalization and the dynamic change of business environment,Organizations must rely on team in order to perform effectively.However,there may be some low performers due to their motivation or ablilty in the real team.This phenomenon is free-riding.Thus,how to solve free riding in teams,has become a hot topic in the field of theory and practice in recent years.Peer feedback to low performers is that team members in order to make all peers' goal and team goals keep consistent,they purposefully provide low performers with information related to their behavior and performance,with a view to improve the low performers' ability or motivation.Previous studies have shown that various types of peer feedback have an impact on team performance,but have not yet reached a consensus.However,it remains to be studied what type of peer feedback to low performers can solve the free-riding problem and how it affects team performance.Firstly,the paper systematically reviews relevant theory and literature,analyze in depth the relationship between peer feedback to low performers,team work engagement and team performance.And then build a mechanism model of two different kind of peer feedback to low performers influence team performance and put forward the related hypothesis.Then,the paper constructs an internal mechanism model of two kinds of peer feedback to low performers influence team performance and puts forward the corresponding hypothesis.Secondly,the researcher distributed questionnaires to team leaders and team members In henan province,during the small sample survey and formal investigation.And then the paper analysis data and model test the theoretical model by using software such as SPSS and AMOS.Finally,according to the data processing results,the paper discusses about appropriate ways to encourage their peers to perform well,further put forward some suggestions about how to improve peer feedback to low performers and build an engaged team.This study mainly draws the following conclusions:(1)both directive feedback and motivative feedback have significant positive effects on team performance,which means that team members should train or motivate low performers,and then promote team performance.(2)Team work engagement plays a partial intermediary role between directive feedback and motivative feedback and team performance,which means directive feedback and motivative feedback not only have a direct impact on team performance,and more influence on team performance by team work engagement.(3)Both directive feedback and motivative feedback have significant positive effects on team work engagement,which means that two different kind of peer feedback to low performers can improve team members' motivation,ultimately bring high team work engagement.(4)Team work engagement promotes team performance,it is very important for organizations to form engaged team.