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The role of performance feedback consistency in aspiration level adaptation: Evidence from a European grocery retailer
Journal of General Management Pub Date : 2019-09-06 , DOI: 10.1177/0306307019849764
Burak Cem Konduk 1
Affiliation  

This study investigates whether and how the impact of drivers of aspiration levels changes across the cases of consistent and inconsistent performance feedback within the context of a retailer. Analysis of internal corporate data shows that while past aspiration level and performance–aspiration gap positively influence the current aspiration level in the case of inconsistent feedback, performance feedback consistency changes only the impact of performance relative to peers. This study replicates past research in a different industry and country due to limited empirical evidence, introduces real-world complexity into aspiration theory, pinpoints performance–aspiration gap as the primary performance feedback, introduces a new sign for the impact of performance relative to peers, and reconciles its previously detected mixed impact. The findings suggest that organizational attention has an inward focus in the case of inconsistent feedback. The results also point out that leaders can trigger change through a performance outcome that lags behind the corresponding aspiration level rather than the performance of peers and eventually move their organizations toward high performance targets by starting with feasible rather than stretch goals.

中文翻译:

绩效反馈一致性在愿望水平适应中的作用:来自欧洲杂货零售商的证据

本研究调查了在零售商环境中一致和不一致的绩效反馈情况下,期望水平驱动因素的影响是否以及如何变化。对公司内部数据的分析表明,在反馈不一致的情况下,过去的期望水平和绩效-期望差距对当前的期望水平产生积极影响,而绩效反馈的一致性仅改变绩效相对于同行的影响。由于有限的经验证据,本研究复制了过去在不同行业和国家的研究,将现实世界的复杂性引入愿望理论,将绩效-愿望差距确定为主要绩效反馈,引入了绩效相对于同行的影响的新迹象,并调和其先前检测到的混合影响。研究结果表明,在反馈不一致的情况下,组织注意力具有向内的注意力。结果还指出,领导者可以通过落后于相应期望水平的绩效结果而不是同行的绩效来触发变革,并最终通过从可行的目标而不是延伸目标开始,使他们的组织朝着高绩效目标迈进。
更新日期:2019-09-06
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