Please use this identifier to cite or link to this item:
http://hdl.handle.net/10397/85484
DC Field | Value | Language |
---|---|---|
dc.contributor | Department of Management and Marketing | - |
dc.creator | Lam, Kwok-yee Wing | - |
dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/2450 | - |
dc.language.iso | English | - |
dc.title | Make my boss happy : perceived work performance, supervisor-attributed motives, feedback-seeking behavior, leader-member exchange, and objective work performance | - |
dc.type | Thesis | - |
dcterms.abstract | The major objectives of the research are to investigate (1) when and how feedback-seeking behavior of subordinates is associated with the quality of leader-member exchange (LMX); (2) how supervisors' interpretations of what motivates their subordinates' feedback-seeking behavior affect the consequences of such behavior for both the quality of leader-member exchange (LMX) and subordinates' work performance; (3) whether and how supervisors' perceived work performance of subordinates affect their attributions of motives for subordinates' feedback-seeking behavior. The research includes three studies. In Study 1, using a sample of 209 supervisor-subordinate dyads from a telecommunication service company in mainland China, I found that subordinates' feedback-seeking behavior was positively related to the quality of LMX when supervisors interpreted the feedback-seeking behavior of subordinates as being driven more by task-enhancement motives or less by impression management motives. In Study 2, using a sample of 240 supervisor-subordinate dyads from two manufacturing firms in mainland China, I further confirmed the findings of Study 1, and additionally found that negative feedback-seeking behavior was positively related to LMX, which, in turn, was conducive to increase work performance. However, this relationship only occurred when supervisors attributed subordinates' negative feedback-seeking behavior as being driven more by task-enhancement motives or less by impression management motives. Study 3 which had a longitudinal research design, used 300 supervisor-subordinate dyads from a manufacturing firm in China. Through this study, I further confirmed the findings of Study 1, and additionally found that supervisors attributed good performers' feedback-seeking behavior as being driven more by task-enhancement motives or less by impression management motives. | - |
dcterms.accessRights | open access | - |
dcterms.educationLevel | Ph.D. | - |
dcterms.extent | 190 leaves : ill. ; 30 cm. | - |
dcterms.issued | 2006 | - |
dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations. | - |
dcterms.LCSH | Employees -- Rating of. | - |
dcterms.LCSH | Feedback (Psychology) | - |
dcterms.LCSH | Performance. | - |
dcterms.LCSH | Leadership. | - |
dcterms.LCSH | Supervision of employees. | - |
Appears in Collections: | Thesis |
Access
View full-text via https://theses.lib.polyu.edu.hk/handle/200/2450
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.