【作者】 高记；

【导师】 马红宇；

【作者基本信息】 华中师范大学 ， 基础心理学， 2007， 硕士

【摘要】 本研究在分析文献的基础上，将教育领域的归因研究引入反馈领域的研究中，采用相关研究与实验研究相结合的方法，目的在于澄清以下问题：(1)反馈性质与反馈归因对反馈效果的影响；(2)反馈性质与反馈归因结合的四种反馈方式的作用机制。本文共分为三个研究：对于第一个问题的澄清通过研究一与研究二实现，研究一采用问卷研究初步探索反馈性质与反馈归因两种反馈特征结合的四种反馈方式对反馈效果的影响，调查254名企业员工，层级回归的结果表明，四种反馈方式能够有效预测各反馈效果变量，研究的主要结论是：(1)能力正反馈可以正向预测反馈满意感；(2)能力正反馈可以正向预测工作积极性；(3)能力正反馈与努力正反馈可以正向预测工作绩效，并且能力正反馈的重要性大于努力正反馈。研究二采用情景模拟的实验研究，进一步验证研究一得到的反馈特征与反馈效果变量的关系。以252名专业与经济、管理等有关的在校大学生为被试，采用的是2×2的完全随机设计，以情景故事法呈现刺激，研究了上级的反馈性质、反馈归因对下属的反馈满意感与反馈应对策略的影响，结果表明上级的表扬、批评，对反馈满意感与积极努力策略会有显著的影响，表扬能够提高员工的反馈满意感，并且会使员工使用更多的积极努力策略。在积极努力策略上，反馈性质与反馈归因的交互作用显著，针对能力反馈时，负反馈优于正反馈；在进行负反馈时，针对能力的批评优于针对努力的批评。研究三在研究一、研究二的基础上，对研究一的数据进行深入挖掘，探讨上级反馈的作用机制，结果表明上级反馈不是直接影响工作绩效，而是通过组织变量反馈满意感、与工作积极性间接影响工作绩效。最后，对本研究的理论意义与实践意义进行探讨，并对研究的不足进行了反思，指出了对未来研究的设想。更多还原

【Abstract】 On the basis of literature analysis, introduce the educational attribution research into the field of feedback research. And the purpose of this paper was to clarify two questions through three researches, one is the effect of feedback sign and feedback attribution, another is the mechanism of feedback. This paper consisted of three parts:The first question was clarified by study 1 and study 2. In study 1, 254 employees were measured by questionnaire surveys. By hierarchal regression analysis, study 1 show the following results: (1) positive ability feedback had significant predictive effects on feedback satisfaction; (2) positive ability feedback had significant predictive effects on job enthusiasm; (3) positive ability feedback and positive effort feedback had significant predictive effects on job performance, positive ability feedback had more important effect.In study 2, examined the results of study 1 by an experiment. 252 college students whose specialty was related to economy and manage participated in the study , a 2×2 completely randomized design wan employed, 4 scenarios were used as research materials to analyze the influence of feedback sign and feedback attribution on feedback satisfaction and feedback response strategy. The result indicated that supervisor’s positive feedback and negative feedback can influence feedback satisfaction and feedback response strategy. Positive feedback can enhance the feedback satisfaction and positive behavior, if individual got ability feedback, they had more positive behavior when got negative ability feedback than positive especially negative ability feedback. If individual got negative feedback, they had more positive behavior when got negative ability feedback than negative effort feedback.In study 3, on the base of study 1 and study 2, reanalyzed the data collected by study 1, and tested the mechanism of feedback. The result indicated that supervisor’s feedback indirect influenced job performance through feedback satisfaction and job enthusiasm.Finally, theoretical and practical values of this paper were discussed, and the problems of this research and research orientation were provided.更多还原