The Impact Of Achievement Goal Orientation On Feedback-seeking Behaviors

In China, the era of "Internet+" not only requires enterprises to develop the learning organizations, but also requires individuals to become knowledge-pursuing talents. Under the more and more complex environment, rapidly-changing organizations require individuals to have abilities of fast learning and constant adaptation. Obtaining timely performance feedback is an important means of learning ability(Mulder,2013). Studies have shown that Feedback-seeking behaviors can produce a series of positive organizational outcomes including:improving job satisfaction, stimulating employee creativity and reducing turnover intentions(Ashford,Buyens,2011). And feedback-seeking behaviors can help employee achieve continuous goals(Crommelinck, Anseel, 2013; Wu, Parker, & Jong,2013). More importantly, Feedback-seeking behavior is considered as an effective self-regulation strategy to improve job performance (Anseel,2015). Based on the information seeking within organization theory, the present study has explored the relationship between people's achievement goal orientation and feedback-seeking behaviors, and to further examine the mediating role of perceived organization support and the moderating role of power distance between them.Using random sampling method, the present study have analyzed 346 samples which comes from several enterprises in Xi'an.The present study has showed that achievement goal orientation affects feedback-seeking behavior through perceived organization support and power distance has moderating effect between achievement goal orientation and feedback-seeking behaviors. These results supplement the impact mechanism research on feedback-seeking behaviors. At last, we also give some advice to Enterprises on management practice.In particular, this research mainly found the following results:First,the Enterprise staffs feedback-seeking behaviors have significant differences in age, working age, education background, department and positionSecond, the achievement goal orientation can significantly predict feedback seeking behavior frequency, specifically learning goal orientation, performance approach goal orientation and performance avoidance goal orientation can positively predict feedback-seeking behavior(?=0.378,p<0.001;?=0.262,p<0.001;?=0.263,p< 0.001).Third, perceived organization support partial mediated the relationship between the achievement goal orientation and feedback-seeking behavior.Fourth, the power distance moderates the relationship between performance avoidance goal orientation and feedback-seeking behavior. The moderating effect on the relationship between learning goal orientation, performance approach goal orientation and feedback-seeking behavior are not significant.Thus, this study shows that the achievement goal orientation can lead to feedback-seeking behaviors, to be specific, the master goal orientation, performance-avoid goal orientation and performance-approach goal orientation all can positively predict feedback-seeking behaviors. The achievement goal orientation can not only result in feedback-seeking behaviors directly, but also can result in feedback-seeking behaviors through perceived organization support. The power distance can weaken the link between the performance-avoid goal orientation and feedback-seeking behaviors.