Supervisor negative feedback, subordinate prevention focus and performance: testing a mediation model
Author:
Publisher
Springer Science and Business Media LLC
Subject
General Psychology
Link
https://link.springer.com/content/pdf/10.1007/s12144-022-03494-0.pdf
Reference80 articles.
1. Alam, M., & Singh, P. (2021). Performance feedback interviews as affective events: An exploration of the impact of emotion regulation of negative performance feedback on supervisor–employee dyads. Human Resource Management Review, 31(2), 100740
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3. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel Psychology, 44(1), 1–26
4. Becker, T. E., & Kernan, M. C. (2003). Matching commitment to supervisors and organizations to in-role and extra-role performance. Human Performance, 16(4), 327–348
5. Beersma, B., Homan, A. C., Van Kleef, G. A., & De Dreu, C. K. (2013). Outcome interdependence shapes the effects of prevention focus on team processes and performance. Organizational Behavior and Human Decision Processes, 121(2), 194–203
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