Based on proactivity literature, feedback seeking behavior is generally used throughout an individual’s career to enable better adaptation to the work environment. However, it has recently been shown that declining levels of feedback seeking behavior may result in decreased psychological attachment over time. This study aims to explore whether individual adaptivity represents a mechanism through which feed-back seeking affects psychological attachment (i.e., well-being involvement and withdrawal). In addition, the interaction effect of organizational obstruction between individual adaptivity and psychological attachment was examined. Based on three-wave survey data obtained from 273 participants from French organizations, a moderated mediation model was tested using structural equation modeling. Results confirmed that adaptive performance mediated positively the relationship between feedback-seeking and well-being involvement and negatively with withdrawal. Moreover, perceived organizational obstruction moderated negatively the relationship between adaptive performance and withdrawal, and positively that with well-being. These results shed new light on the relationship between proactivity (i.e., feedback seeking behavior) and adaptive performance, but also on the positive short-term contribution of successful adaptation in a perceived obstructive organizational context. Theoretical contributions and practical implications for human resource management are discussed.

中文翻译：

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从寻求反馈到心理依恋，适应性表现在感知障碍语境中的中介作用

根据主动性文献，寻求反馈的行为通常在个人的整个职业生涯中使用，以更好地适应工作环境。然而，最近的研究表明，随着时间的推移，寻求反馈的行为水平下降可能会导致心理依恋减少。本研究旨在探讨个体适应性是否代表反馈寻求影响心理依恋（即幸福参与和退出）的机制。此外，考察了组织障碍在个体适应性和心理依恋之间的交互作用。根据从法国组织的 273 名参与者获得的三波调查数据，使用结构方程模型测试了一个有调节的中介模型。结果证实，适应性表现对寻求反馈和幸福参与之间的关系有正向中介作用，而对退缩有负向中介作用。此外，感知到的组织障碍对适应性表现和退缩之间的关系有负向调节作用，与幸福感有正向关系。这些结果揭示了主动性（即，寻求反馈的行为）与适应性绩效之间的关系，同时也揭示了在感知到的阻碍性组织环境中成功适应的积极短期贡献。讨论了人力资源管理的理论贡献和实际意义。感知到的组织障碍对适应性表现和退缩之间的关系有负面调节作用，对幸福感有正面调节作用。这些结果揭示了主动性（即，寻求反馈的行为）与适应性绩效之间的关系，同时也揭示了在感知到的阻碍性组织环境中成功适应的积极短期贡献。讨论了人力资源管理的理论贡献和实际意义。感知到的组织障碍对适应性表现和退缩之间的关系有负面调节作用，对幸福感有正面调节作用。这些结果揭示了主动性（即，寻求反馈的行为）与适应性绩效之间的关系，同时也揭示了在感知到的阻碍性组织环境中成功适应的积极短期贡献。讨论了人力资源管理的理论贡献和实际意义。也关于在感知到的阻碍性组织环境中成功适应的积极短期贡献。讨论了人力资源管理的理论贡献和实际意义。也关于在感知到的阻碍性组织环境中成功适应的积极短期贡献。讨论了人力资源管理的理论贡献和实际意义。