| Abstract [eng] |
Job characteristics and related factors determine feedback-seeking behaviour. Employees who use appropriate job characteristics (job requirements and job resources) are more effective in the workplace, are involved in the organization’s activities and are motivated to seek feedback. Based on global trend data, employees need both constructive criticism and earned praise, but based on theoretical assumptions, having the right job characteristics, such as job demands and job resources, encourages employees to seek feedback. Feedback-seeking behaviour is associated with initiative, socialization, work efficiency, effort, goal implementation, performance management etc. Ashford et al. (2016) observe that feedback-seeking behaviour is a conscious effort to achieve one’s goal (Ashford, Stobbeleir, & Nujella, 2016). In the scientific literature, it is not uncommon to find cases where employees evaluate feedback-seeking behaviour in two ways: according to some employees, feedback-seeking is perceived as a sign of weakness, while others see it as an expression of strength and a desire to improve (Ashfor and Tsui, 1991). We often agree in the literature that feedback-seeking behaviour increases self-confidence (Auh et al. 2019). |
