Abstract
Purpose - To examine the influence of job characteristics on feedback-seeking behaviour. In particular, this study focuses on the job dimensions of the Job Characteristics Model (JCM). Design/methodology/approach - A survey was completed by 113 full-time employees from various industries. Findings - Three of the seven job dimensions significantly impacted feedback-seeking and explained 11.3% of the variance. Feedback-seeking was increased by feedback from agents, decreased by task identity and autonomy, and unaffected by skill variety, task significance, feedback from the job, and feedback from others.Practical implications - The way jobs are designed may impact how frequently people seek feedback about their performance. Organizations should consider these relationships in promoting feedback-seeking in the workplace and in carrying out job redesign efforts. Originality/value - Little research has considered how contextual factors influence feedback-seeking as most of the research has focussed on individual factors. This study contributes importantly to this area by examining the influence of job characteristics. In so doing, this study also contributes importantly to our knowledge of the outcomes of job characteristics, an area that has also received little research attention.
Purpose - To examine the influence of job characteristics on feedback-seeking behaviour. In particular, this study focuses on the job dimensions of the Job Characteristics Model (JCM). Design/methodology/approach - A survey was completed by 113 full-time employees from various industries. Findings - Three of the seven job dimensions significantly impacted feedback-seeking and explained 11.3% of the variance. Feedback-seeking was increased by feedback from agents, decreased by task identity and autonomy, and unaffected by skill variety, task significance, feedback from the job, and feedback from others.Practical implications - The way jobs are designed may impact how frequently people seek feedback about their performance. Organizations should consider these relationships in promoting feedback-seeking in the workplace and in carrying out job redesign efforts. Originality/value - Little research has considered how contextual factors influence feedback-seeking as most of the research has focussed on individual factors. This study contributes importantly to this area by examining the influence of job characteristics. In so doing, this study also contributes importantly to our knowledge of the outcomes of job characteristics, an area that has also received little research attention.