Kinicki Angelo J, Prussia Gregory E, Wu Bin Joshua, McKee-Ryan Frances M
Department of Management, Arizona State University, Tempe, AZ 85287-4006, USA.
J Appl Psychol. 2004 Dec;89(6):1057-69. doi: 10.1037/0021-9010.89.6.1057.
This longitudinal study used D. R. Ilgen, C. D. Fisher, and M. S. Taylor's (1979) feedback process model as a theoretical framework to determine whether a sequential chain of cognitive variables mediates an individual's response to performance feedback. One hundred two employees were surveyed 2 weeks after their performance appraisal, and performance was assessed 11 months later at the end of the review cycle. Covariance structure analysis supported the convergent and discriminant validity of the constructs underlying the model and the constellation of structural relationships. A set of cognitive variables was found to completely mediate the relationship between an individual's receipt and response to feedback. Implications for the feedback process and future research are discussed.
这项纵向研究采用了D. R. 伊尔根、C. D. 费舍尔和M. S. 泰勒（1979年）的反馈过程模型作为理论框架，以确定认知变量的序列链是否介导个体对绩效反馈的反应。102名员工在绩效评估两周后接受了调查，并在11个月后的审查周期结束时对绩效进行了评估。协方差结构分析支持了该模型所依据的构念的收敛效度和区分效度以及结构关系的组合。研究发现，一组认知变量完全介导了个体接收反馈与对反馈的反应之间的关系。文中还讨论了对反馈过程和未来研究的启示。
