ABSTRACT

Performance feedback is a managerial practice whose effects widely impact job satisfaction and commitment. Job satisfaction and commitment represent antecedents of organizational citizenship behaviour (OCB), denoting a willingness to cooperate. However, there has been little research on the direct relationship between performance feedback and OCB. Previous works addressed their mediating role, such as organization-based self-esteem, job satisfaction or other measures of discretionary effort. Our search of peer-reviewed studies containing measures of feedback and OCB found 15 studies, containing 21 critically appraised correlation measures. While descriptive findings of the systematic review showed a small correlation, studies that contained measures of feedback frequency were more likely to include higher reports of OCB than studies containing measures of feedback properties. After computing correlation scores to effect sizes, findings from the meta-analysis indicated a small average effect size of performance feedback on OCB (r_adj  =.27, 95% CI =.21 –.33). The discussion addresses the differential effects of positive and negative feedback, frequency, and properties of feedback on reports of OCB levels (by employees and supervisors), as well as further applications for line management.

摘要

绩效反馈是一种管理实践，其影响广泛影响工作满意度和承诺。工作满意度和承诺感是组织公民行为（OCB）的先决条件，表示合作的意愿。但是，关于性能反馈和OCB之间直接关系的研究很少。先前的作品解决了他们的中介作用，例如基于组织的自尊，工作满意度或其他酌处权的措施。我们对包含反馈和OCB的同行评审研究进行搜索，结果发现15项研究包含21项经过严格评估的相关性。尽管系统评价的描述性发现显示出很小的相关性，包含反馈频率度量的研究比包含反馈属性度量的研究更有可能包含更高的OCB报告。在计算与效应大小相关的分数后，荟萃分析的结果表明，绩效反馈对OCB的平均效应大小较小（r _adj  = .27，95％CI = .21 –.33）。讨论讨论了正反馈和负反馈，频率和反馈属性对OCB级别（由员工和主管）报告的不同影响，以及生产线管理的其他应用。