Research On The Influence Mechanism Of Performance Feedback On Employee's Work Behavior In A Company

Performance management is the most important part of enterprise management.More and more enterprises begin to implement performance appraisal to improve employees' performance.However,if the results of performance appraisal are not fed back to employees,the value of performance appraisal will be lost.Furthermore,if the results of performance appraisal can't be fed back to employees in a reasonable way,the expected results will not be achieved,even plays a counter-productive role.A company is an enterprise engaged in communication network construction and related technical services in Guangdong Province.It has a clear annual performance feedback system.The system stipulates that department managers should conduct performance interviews with each employee after the annual performance appraisal,but actually,just a few of employees are interviewed.Other employees get the appraisal results directly through written feedback.Whether this method is reasonable or not needs to be studied.Whether the effect of interview feedback is significantly better than that of written feedback,and what is the influence mechanism.In order to discuss the problem,this paper conducts interviews and empirical research.Firstly,this paper interviewed 10 department managers and 12 employees to understand the implementation of performance feedback in A company,and formed an empirical model.Then 138 questionnaires were used to validate the model.The conclusions are as follows:(1)The interview feedback of A company tends to be developmental feedback,while the written feedback tends to be evaluative feedback;(2)Evaluative feedback has significant negative effects on employees' in-role and extra-role behavior,and developmental feedback has significant positive effects on employees' in-role and extra-role behavior;(3)Supervisory support completely mediates the relationship between performance feedback types and in-role and extra-role behavior;(4)The higher the promotion focus of employees,the stronger the negative correlation between evaluative feedback and employees' extra-role behavior;(5)It is reasonable to choose excellent and good employees for interview feedback,and it is unreasonable to choose interviewees according to whether they are new employees or not.