The Impact Of Performance Feedback On Employee Evaluation Response

As an important management function,performance management has always played a key role in the daily human resource management process of modern enterprises.The good performance management is not only conducive to the strength of employees’ sense of identity and belonging to the organization,the improvement of employees’ own performance and the satisfaction of employees’ own needs,but also can help the organization enhance the organizational performance and create organizational benefits.One of the hot topics in the academic research has always been focused on the impact of feedback on employee behavior and performance.By starting from the perspective of the evaluated people,that is,from the perspective of employees,this thesis carried out the research on the employee evaluation response that can reflect whether the whole performance management process is effective.By taking social cognition theory,self-determination theory and equity theory as the basis,the empirical research methods are adopted to make the exploration on the mechanism between performance feedback and employee evaluation response from the perspective of the evaluated people.The feedback seeking behavior is introduced as an intermediary variable and the feedback tendency is introduced as a regulating variable to carry out the exploration on the role of two variables representing employees’ personality characteristics in this mechanism.The relevant research hypotheses are proposed and a research model is constructed by combing the literature on performance feedback,employee evaluation response,feedback seeking behavior and feedback tendency.Through the pre-test,the improvement on the questionnaire measuring performance feedback,employee evaluation response,feedback seeking behavior and feedback tendency is conducted.Then,a total of 476 valid questionnaires from Beijing,Tianjin and Hebei are recovered.By taking advantage of SPSS and AMOS software for statistical analysis,the verification on the model is carried out.According to the empirical research results,it indicates that a positive impact is brought by positive feedback on employees’ feedback seeking behavior and evaluation response;a negative impact is brought by the negative feedback on employees’ evaluation response;the feedback seeking behavior plays a partial intermediary role between performance feedback and employee evaluation response;and the feedback tendency plays a positive regulatory role between performance feedback and employee evaluation response.The action mechanism between performance feedback and employee evaluation response is explored by starting from the perspective of the evaluated people.The relevant action mechanism of performance feedback is complemented,and the influence of feedback tendency,an employee’s personality characteristic,on performance feedback is expanded.Through the research conducted in this thesis,it can help organizations and managers carry out performance management by starting from the perspective of employees,and make them attach importance to "demand" feedback.In the meantime,it can make organizations recognize the importance of feedback environment,and help the improvement of organizational and personal performance.