本文選題：反饋反應(yīng) + 反饋情緒反應(yīng)��； 參考：《中國(guó)人力資源開發(fā)》2017年05期

【摘要】：反饋干預(yù)(Feedback Intervention)是企業(yè)在進(jìn)行管理實(shí)踐時(shí)常常使用的手段,即通過(guò)給予員工績(jī)效反饋明確指出員工工作的不足之處。然而反饋干預(yù)的效果并不穩(wěn)定,元分析發(fā)現(xiàn)大概有三分之一的反饋干預(yù)導(dǎo)致員工績(jī)效下降。為了研究反饋干預(yù)效果不理想的原因,反饋反應(yīng)(Feedback Reactions)的構(gòu)念應(yīng)運(yùn)而生。本文通過(guò)綜述前人研究,介紹了反饋反應(yīng)構(gòu)念的內(nèi)涵,著重介紹了影響反饋反應(yīng)的前因變量,并闡述了反饋反應(yīng)影響哪些員工行為和態(tài)度。最后對(duì)未來(lái)反饋反應(yīng)的研究做出了展望。
[Abstract]:Feedback intervention feedback Interventionis a common method used by enterprises in management practice, that is, by giving feedback to employees' performance, the shortcomings of employees' work are clearly pointed out. However, the effect of feedback intervention is not stable, meta-analysis found that about 1/3 of feedback intervention resulted in employee performance decline. In order to study the reason why the feedback intervention effect is not ideal, the feedback response feedback reaction (Feedback reaction) structure emerges as the times require. This paper summarizes the previous studies, introduces the connotation of feedback response structure, focuses on the pre-dependent variables that affect feedback response, and expounds which employee behavior and attitude are affected by feedback response. Finally, the future research of feedback response is prospected.
【作者單位】： 華中科技大學(xué)管理學(xué)院;
【分類號(hào)】：F272.92

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