Department of Management, Warrington College of Business Administration, University of Florida.
Successfactors/SAP.
J Appl Psychol. 2015 Jul;100(4):1296-308. doi: 10.1037/a0038334. Epub 2014 Dec 29.
Organizations worldwide are currently experiencing shifts in the age composition of their workforces. The workforce is aging and becoming increasingly age-diverse, suggesting that organizational researchers and practitioners need to better understand how age differences may manifest in the workplace and the implications for human resource practice. Integrating socioemotional selectivity theory with the performance feedback literature and using a time-lagged design, the current study examined age differences in moderating the relationships between the characteristics of performance feedback and employee reactions to the feedback event. The results suggest that older workers had higher levels of feedback orientation on social awareness, but lower levels of feedback orientation on utility than younger workers. Furthermore, the positive associations between favorability of feedback and feedback delivery and feedback reactions were stronger for older workers than for younger workers, whereas the positive association between feedback quality and feedback reactions was stronger for younger workers than for older workers. Finally, the current study revealed that age-related differences in employee feedback orientation could explain the different patterns of relationships between feedback characteristics and feedback reactions across older and younger workers. These findings have both theoretical and practical implications for building theory about workplace aging and improving ways that performance feedback is managed across employees from diverse age groups.
目前，全球各组织正经历其员工年龄结构的转变。劳动力老龄化且日趋多样化，这表明组织研究人员和从业者需要更好地理解年龄差异在工作场所中是如何表现的，以及这些差异对人力资源实践的影响。本研究将社会情绪选择理论与绩效反馈文献相结合，并采用时间滞后设计，考察了年龄差异在调节绩效反馈特征与员工对反馈事件的反应之间关系的调节作用。结果表明，与年轻员工相比，年长员工在社会意识方面的反馈导向水平更高，但在效用方面的反馈导向水平更低。此外，对于年长员工而言，反馈的有利性和反馈的提供与反馈反应之间的正相关关系强于年轻员工，而对于年轻员工而言，反馈质量与反馈反应之间的正相关关系强于年长员工。最后，本研究揭示了员工反馈导向的年龄相关差异可以解释反馈特征与反馈反应之间的关系模式在年长和年轻员工之间的不同。这些发现对构建关于工作场所老龄化的理论以及改进不同年龄组员工的绩效反馈管理方式具有理论和实践意义。
