主管目標導向特質與負向回饋徵詢行為：主管回饋效用信念與部屬專業能力的干擾式中介效果

Supervisor Dispositional Goal Orientation and Negative Feedback-seeking Behaviors: The Moderated Mediation Roles of Feedback Utility Belief and Subordinate Expertise

為維持在變動環境下的競爭力，企業大多鼓勵主管與部屬之間互相進行回饋徵詢（feedback seeking），以期持續提升績效表現。鑑於過去研究較少探討主管向部屬進行負向回饋徵詢行為，故本研究以此為出發點，並據Vandewalle（2003）提出的「目標導向之回饋徵詢行為模式」，探討主管的學習／績效目標導向特質是否間接透過回饋效用信念影響其負向回饋徵詢行為，以及部屬專業能力的干擾式中介效果。本研究採問卷調查法，對象為跨不同產業的253位主管及部屬，總計回收有效配對問卷共253份，並以多層次路徑分析進行假設檢定。研究結果顯示：一、主管學習目標導向特質會透過增加回饋效用信念，提升主管負向回饋徵詢行為；二、主管績效目標導向特質則會透過降低回饋效用信念，減少主管負向回饋徵詢行為；三、當部屬專業能力較高時，更能強化回饋效用信念與主管負向回饋徵詢行為的正向關係，反之，若部屬專業能力較低時，此一關係則變為不顯著；四、當部屬專業能力較高時，主管學習目標導向特質透過回饋效用信念增加負向回饋徵詢行為的正向間接效果將被加強，而主管績效目標導向特質透過回饋效用信念降低負向回饋徵詢行為的負向間接效果亦會被加強。

Companies encourage supervisors and subordinates to seek feedback to improve their performance to maintain competitiveness in a changing environment. However, few studies have explored how, why, and when supervisors engage in negative feedback-seeking behavior (NFSB) toward their subordinates. Based on Vandewalle’s (2003) goal orientation model of feedback-seeking behavior, we explored whether supervisors’ dispositional learning and performance goal orientation influence their NFSB indirectly via feedback utility belief and whether subordinate expertise moderates these indirect effects. We collected data from 253 supervisor-subordinate dyads and performed the multilevel path analysis to test our proposed model. The results show that: (1) supervisor dispositional learning goal orientation has a positive indirect effect on NFSB via increased feedback utility belief; (2) supervisor dispositional performance goal orientation has a negative indirect effect on NFSB via reduced feedback utility belief; (3) supervisor feedback utility belief is positively related to NFSB when the subordinate expertise is high, whereas this relationship becomes non-significant when the subordinate expertise is low; (4) When subordinates have high expertise, both the positive indirect effect of supervisor dispositional learning goal orientation on NFSB via feedback utility belief and the negative indirect effect of supervisor dispositional performance goal orientation on NFSB via feedback utility belief were all strengthened.