| Author: | Lam, Kwok-yee Wing |
| Title: | Make my boss happy : perceived work performance, supervisor-attributed motives, feedback-seeking behavior, leader-member exchange, and objective work performance |
| Degree: | Ph.D. |
| Year: | 2006 |
| Subject: | Hong Kong Polytechnic University -- Dissertations. Employees -- Rating of. Feedback (Psychology) Performance. Leadership. Supervision of employees. |
| Department: | Department of Management and Marketing |
| Pages: | 190 leaves : ill. ; 30 cm. |
| Language: | English |
| Abstract: | The major objectives of the research are to investigate (1) when and how feedback-seeking behavior of subordinates is associated with the quality of leader-member exchange (LMX); (2) how supervisors' interpretations of what motivates their subordinates' feedback-seeking behavior affect the consequences of such behavior for both the quality of leader-member exchange (LMX) and subordinates' work performance; (3) whether and how supervisors' perceived work performance of subordinates affect their attributions of motives for subordinates' feedback-seeking behavior. The research includes three studies. In Study 1, using a sample of 209 supervisor-subordinate dyads from a telecommunication service company in mainland China, I found that subordinates' feedback-seeking behavior was positively related to the quality of LMX when supervisors interpreted the feedback-seeking behavior of subordinates as being driven more by task-enhancement motives or less by impression management motives. In Study 2, using a sample of 240 supervisor-subordinate dyads from two manufacturing firms in mainland China, I further confirmed the findings of Study 1, and additionally found that negative feedback-seeking behavior was positively related to LMX, which, in turn, was conducive to increase work performance. However, this relationship only occurred when supervisors attributed subordinates' negative feedback-seeking behavior as being driven more by task-enhancement motives or less by impression management motives. Study 3 which had a longitudinal research design, used 300 supervisor-subordinate dyads from a manufacturing firm in China. Through this study, I further confirmed the findings of Study 1, and additionally found that supervisors attributed good performers' feedback-seeking behavior as being driven more by task-enhancement motives or less by impression management motives. |
| Rights: | All rights reserved |
| Access: | open access |
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|---|---|---|---|---|
| b20592693.pdf | For All Users | 6.68 MB | Adobe PDF | View/Open |
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