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The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator

Identifieur interne : 000446 ( PascalFrancis/Corpus ); précédent : 000445; suivant : 000447

The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator

Auteurs : Allison S. Gabriel ; Noelle B. Frantz ; Paul E. Levy ; Adam W. Hilliard

Source :

Journal of occupational and organizational psychology [ 0963-1798 ] ; 2014.

RBID : Pascal:14-0262692

Descripteurs français

Pascal (Inist)
- Superviseur, Rétroaction, Prise pouvoir, Motivation, Milieu professionnel, Employé, Homme, Prise de pouvoir, Autodétermination.

English descriptors

KwdEn :
- Employee, Empowerment, Feedback regulation, Human, Motivation, Occupational environment, Self-determination, Supervisor.

Abstract

Literature on the feedback environment has purported that supportive environments fostered by supervisors lead to improvements in employee well-being and performance. However, little research has considered how the feedback environment affects workplace motivation or identified boundary conditions of the feedback environment to outcome relationship. The current study extends the literature by utilizing a predictive design to examine how the supervisor feedback environment affects dimensions of employee psychological empowerment (meaning, competence, self-determination, and impact) after 3 months in a sample of correctional facility employees. Further, we tested how an employee's feedback orientation, or propensity to seek and utilize feedback, attenuated or enhanced the relationship between supervisor feedback environment and empowerment. Results demonstrated that perceptions of the supervisor feedback environment differentially related to each dimension of empowerment, with the feedback environment being a positive predictor of impact and a marginally positive predictor of meaning. Moreover, when feedback orientation was high, the feedback environment exhibited a strong positive relationship with meaning, competence, and self-determination; when feedback orientation was low, relationships actually became weaker when predicting meaning and negative when predicting competence and self-determination. The results clarify the scope of impact of the supervisor feedback environment, offering theoretical and practical implications.

Notice en format standard (ISO 2709)

Pour connaître la documentation sur le format Inist Standard.

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A08	`01`	`1`	`ENG`	`@1 The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator`
A11	`01`	`1`		`@1 GABRIEL (Allison S.)`
A11	`02`	`1`		`@1 FRANTZ (Noelle B.)`
A11	`03`	`1`		`@1 LEVY (Paul E.)`
A11	`04`	`1`		`@1 HILLIARD (Adam W.)`
A14	`01`			`@1 Virginia Commonwealth University @2 Richmond, Virginia @3 USA @Z 1 aut.`
A14	`02`			`@1 The University of Akron @2 Ohio @3 USA @Z 2 aut. @Z 3 aut.`
A14	`03`			`@1 Select International, Inc. @2 Pittsburgh, Pennsylvania @3 USA @Z 4 aut.`
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A44				`@0 0000 @1 © 2014 INIST-CNRS. All rights reserved.`
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A47	`01`	`1`		`@0 14-0262692`
A60				`@1 P`
A61				`@0 A`
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C01	`01`		`ENG`	@0 Literature on the feedback environment has purported that supportive environments fostered by supervisors lead to improvements in employee well-being and performance. However, little research has considered how the feedback environment affects workplace motivation or identified boundary conditions of the feedback environment to outcome relationship. The current study extends the literature by utilizing a predictive design to examine how the supervisor feedback environment affects dimensions of employee psychological empowerment (meaning, competence, self-determination, and impact) after 3 months in a sample of correctional facility employees. Further, we tested how an employee's feedback orientation, or propensity to seek and utilize feedback, attenuated or enhanced the relationship between supervisor feedback environment and empowerment. Results demonstrated that perceptions of the supervisor feedback environment differentially related to each dimension of empowerment, with the feedback environment being a positive predictor of impact and a marginally positive predictor of meaning. Moreover, when feedback orientation was high, the feedback environment exhibited a strong positive relationship with meaning, competence, and self-determination; when feedback orientation was low, relationships actually became weaker when predicting meaning and negative when predicting competence and self-determination. The results clarify the scope of impact of the supervisor feedback environment, offering theoretical and practical implications.
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C03	`02`	`X`	`FRE`	`@0 Rétroaction @5 02`
C03	`02`	`X`	`ENG`	`@0 Feedback regulation @5 02`
C03	`02`	`X`	`SPA`	`@0 Retroacción @5 02`
C03	`03`	`X`	`FRE`	`@0 Prise pouvoir @5 03`
C03	`03`	`X`	`ENG`	`@0 Empowerment @5 03`
C03	`03`	`X`	`SPA`	`@0 Toma de poder @5 03`
C03	`04`	`X`	`FRE`	`@0 Motivation @5 04`
C03	`04`	`X`	`ENG`	`@0 Motivation @5 04`
C03	`04`	`X`	`SPA`	`@0 Motivación @5 04`
C03	`05`	`X`	`FRE`	`@0 Milieu professionnel @5 05`
C03	`05`	`X`	`ENG`	`@0 Occupational environment @5 05`
C03	`05`	`X`	`SPA`	`@0 Medio profesional @5 05`
C03	`06`	`X`	`FRE`	`@0 Employé @5 18`
C03	`06`	`X`	`ENG`	`@0 Employee @5 18`
C03	`06`	`X`	`SPA`	`@0 Empleado @5 18`
C03	`07`	`X`	`FRE`	`@0 Homme @5 31`
C03	`07`	`X`	`ENG`	`@0 Human @5 31`
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C03	`08`	`X`	`FRE`	`@0 Prise de pouvoir @4 CD @5 96`
C03	`08`	`X`	`ENG`	`@0 Empowerment @4 CD @5 96`
C03	`08`	`X`	`SPA`	`@0 Toma de poder @4 CD @5 96`
C03	`09`	`X`	`FRE`	`@0 Autodétermination @4 CD @5 97`
C03	`09`	`X`	`ENG`	`@0 Self-determination @4 CD @5 97`
C03	`09`	`X`	`SPA`	`@0 Autodeterminación @4 CD @5 97`
C07	`01`	`X`	`FRE`	`@0 Environnement social @5 37`
C07	`01`	`X`	`ENG`	`@0 Social environment @5 37`
C07	`01`	`X`	`SPA`	`@0 Contexto social @5 37`
N21				`@1 328`

Format Inist (serveur)

NO :	PASCAL 14-0262692 INIST
ET :	The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator
AU :	GABRIEL (Allison S.); FRANTZ (Noelle B.); LEVY (Paul E.); HILLIARD (Adam W.)
AF :	Virginia Commonwealth University/Richmond, Virginia/Etats-Unis (1 aut.); The University of Akron/Ohio/Etats-Unis (2 aut., 3 aut.); Select International, Inc./Pittsburgh, Pennsylvania/Etats-Unis (4 aut.)
DT :	Publication en série; Niveau analytique
SO :	Journal of occupational and organizational psychology; ISSN 0963-1798; Royaume-Uni; Da. 2014; Vol. 87; No. p. 3; Pp. 487-506; Bibl. 3 p.1/4
LA :	Anglais
EA :	Literature on the feedback environment has purported that supportive environments fostered by supervisors lead to improvements in employee well-being and performance. However, little research has considered how the feedback environment affects workplace motivation or identified boundary conditions of the feedback environment to outcome relationship. The current study extends the literature by utilizing a predictive design to examine how the supervisor feedback environment affects dimensions of employee psychological empowerment (meaning, competence, self-determination, and impact) after 3 months in a sample of correctional facility employees. Further, we tested how an employee's feedback orientation, or propensity to seek and utilize feedback, attenuated or enhanced the relationship between supervisor feedback environment and empowerment. Results demonstrated that perceptions of the supervisor feedback environment differentially related to each dimension of empowerment, with the feedback environment being a positive predictor of impact and a marginally positive predictor of meaning. Moreover, when feedback orientation was high, the feedback environment exhibited a strong positive relationship with meaning, competence, and self-determination; when feedback orientation was low, relationships actually became weaker when predicting meaning and negative when predicting competence and self-determination. The results clarify the scope of impact of the supervisor feedback environment, offering theoretical and practical implications.
CC :	002A26L05
FD :	Superviseur; Rétroaction; Prise pouvoir; Motivation; Milieu professionnel; Employé; Homme; Prise de pouvoir; Autodétermination
FG :	Environnement social
ED :	Supervisor; Feedback regulation; Empowerment; Motivation; Occupational environment; Employee; Human; Empowerment; Self-determination
EG :	Social environment
SD :	Supervisor; Retroacción; Toma de poder; Motivación; Medio profesional; Empleado; Hombre; Toma de poder; Autodeterminación
LO :	INIST-1016.354000507645890030
ID :	14-0262692

Links to Exploration step

Pascal:14-0262692

Le document en format XML

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<ET>The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator</ET>
<AU>GABRIEL (Allison S.); FRANTZ (Noelle B.); LEVY (Paul E.); HILLIARD (Adam W.)</AU>
<AF>Virginia Commonwealth University/Richmond, Virginia/Etats-Unis (1 aut.); The University of Akron/Ohio/Etats-Unis (2 aut., 3 aut.); Select International, Inc./Pittsburgh, Pennsylvania/Etats-Unis (4 aut.)</AF>
<DT>Publication en série; Niveau analytique</DT>
<SO>Journal of occupational and organizational psychology; ISSN 0963-1798; Royaume-Uni; Da. 2014; Vol. 87; No. p. 3; Pp. 487-506; Bibl. 3 p.1/4</SO>
<LA>Anglais</LA>
<EA>Literature on the feedback environment has purported that supportive environments fostered by supervisors lead to improvements in employee well-being and performance. However, little research has considered how the feedback environment affects workplace motivation or identified boundary conditions of the feedback environment to outcome relationship. The current study extends the literature by utilizing a predictive design to examine how the supervisor feedback environment affects dimensions of employee psychological empowerment (meaning, competence, self-determination, and impact) after 3 months in a sample of correctional facility employees. Further, we tested how an employee's feedback orientation, or propensity to seek and utilize feedback, attenuated or enhanced the relationship between supervisor feedback environment and empowerment. Results demonstrated that perceptions of the supervisor feedback environment differentially related to each dimension of empowerment, with the feedback environment being a positive predictor of impact and a marginally positive predictor of meaning. Moreover, when feedback orientation was high, the feedback environment exhibited a strong positive relationship with meaning, competence, and self-determination; when feedback orientation was low, relationships actually became weaker when predicting meaning and negative when predicting competence and self-determination. The results clarify the scope of impact of the supervisor feedback environment, offering theoretical and practical implications.</EA>
<CC>002A26L05</CC>
<FD>Superviseur; Rétroaction; Prise pouvoir; Motivation; Milieu professionnel; Employé; Homme; Prise de pouvoir; Autodétermination</FD>
<FG>Environnement social</FG>
<ED>Supervisor; Feedback regulation; Empowerment; Motivation; Occupational environment; Employee; Human; Empowerment; Self-determination</ED>
<EG>Social environment</EG>
<SD>Supervisor; Retroacción; Toma de poder; Motivación; Medio profesional; Empleado; Hombre; Toma de poder; Autodeterminación</SD>
<LO>INIST-1016.354000507645890030</LO>
<ID>14-0262692</ID>
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</inist>
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The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator

The supervisor feedback environment is empowering, but not all the time: Feedback orientation as a critical moderator

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