Research And Application Of The Relationship Among Performance Feedback,Work Engagement And Job Performance Of XDW Company

Technology companies often encounter many management problems in the process of rapid growth,especially performance management.Leaders lack understanding of performance management,pay little attention to performance communication and performance feedback mechanism,resulting in employees doesn't know their performance and results,leading to the failure of performance management to play a real role.The leadership is too strict,rigid and inflexible in the performance management,and lacks the effective performance management incentive system,which causes the staff to reduce their work performance.The performance index isn't scientific and comprehensive,the employees passively accept the work assignment arranged by the leadership,which leads to the lack of the sense of belonging,the lack of initiative in the work and the lack of work involvement in the performance management of XDW Company.In particular,there are similar issues with performance feedback.After the concept of performance management was first put forward by Aubrey Daniels(1970),scholars began to pay attention to the theory of performance management.From a single evaluation process,performance management has gradually developed into a complex,flowsheet and systematic performance management theory system.The concept of performance feedback and work engagement comes from psychology at first.Performance feedback is used to enhance employees' work engagement and improve their job performance and the overall performance of the enterprise.In the previous theoretical literature,there are more theories of work engagement and job performance,but fewer theories of performance feedback.Therefore,this paper takes XDW Company as the research object,and studies the relationship among performance feedback,work engagement and work performance.Based on the literature review of performance management,performance feedback,work engagement and job performance,this paper analyzes the specific problems in performance feedback,work engagement and work performance of XDW Company.The conceptual model of this study is constructed and the research hypothesis is put forward.A total of 369 valid questionnaires had collected,and analyzed by SPSS24.0,software PROCESS2.13 and LISREL8.7 software.The results show that: performance feedback includes three factors: feedback source,feedback information and feedback recipient by confirmatory factor analysis.Work commitment includes three factors: vitality,dedication and focus.Job performance includes three factors: task performance,interpersonal promotion and work dedication.Each scale has high reliability and validity.Through regression analysis,we found that in the relationship between performance feedback and job performance,and feedback sources have a significant positive effect on task performance,interpersonal promotion and job dedication,and feedback information has a significant positive impact on job dedication,feedback recipients have a significant positive effect on task performance and interpersonal promotion.In the relationship between performance feedback and work engagement,feedback sources have a significant positive impact on vitality and dedication,and feedback information has a significant positive impact on vitality,dedication and focus.In the relationship between job engagement and job performance,energy,dedication and focus have a significant positive effect on task performance,interpersonal promotion and job dedication.Job engagement plays an intermediary role between performance feedback and job performance in the relationship.The research in this paper provides a new theoretical basis for the performance management of XDW Company,and provides some ideas and suggestions for improving the performance management.At the same time,it also provides a reference for the performance management of the industry companies.