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A covariance structure analysis of employees' response to performance feedback

机译：员工对绩效反馈的反应的协方差结构分析

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摘要

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.
机译：这项纵向研究使用D.R.Ilgen，C.D.Fisher和M.S.Taylor（1979）的反馈过程模型作为理论框架，以确定认知变量的顺序链是否介导了个人对绩效反馈的反应。在评估绩效2周后对102名员工进行了调查，并在审查周期结束11个月后对绩效进行了评估。协方差结构分析支持模型基础和结构关系星座的构造的收敛性和判别有效性。发现一组认知变量可以完全介导个人的收据与反馈响应之间的关系。讨论了对反馈过程和未来研究的影响。

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