工作特徵對尋求回饋行為的影響－以知識屬性為調節變項

Job Characteristic to Feedback-Seeking Behavior Influence-The Moderating Effect of Tacit and Explicit Knowledge

10.6495/CIMBM.2014.031

劉敏熙(Min-Shi Liu)；林嘉瑞(Jia-Ruei Lin)

工作特徵 ； 知識屬性 ； 尋求回饋行為 ； Job Characteristic Model ； Tacit and Explicit Knowledge ； Feedback-Seeking Behavior

科際整合管理研討會

2014第17屆（2014 / 06 / 22）

447 - 462

繁體中文

尋求回饋行為得以激勵員工自我提升，進一步影響員工表現，但在過去研究之中，多以個人因素探討尋求回饋行為，故本研究試圖探討以工作特徵模型對尋求回饋行為所產生的影響。此外，本研究以知識屬性研究是否對其產生干擾效果。本研究共蒐集328份金融產業員工樣本，並加以檢驗主效果愈調節效果之假設，檢驗結果顯示工作完整性、工作重要性與工作回饋性皆對尋求回饋行為產生正向之影響，第二部分為調節效果之檢定，知識屬性對於工作特徵與尋求回饋行為之干擾效果並不明顯，透過其結果顯示組織如欲提升員工尋求回饋之行為，可針對工作完整性、工作重要性與工作回饋性上加以調整，以增加員工尋求回饋之頻率，進而達成協助員工自我成長與降低員工自我不確定性之效果。

The feedback-seeking behavior allows people to inspire themselves and improve the performance; however, based on the past literature, there are abundance of research that has examined individual factors that influence feedback-seeking behavior and the lack of research that has considered contextual factors, so the present research studies the relation to the job characteristic model (JCM) and feedback-seeking behavior. The second part of research aims at investigating the moderating effect of tacit and explicit knowledge over the JCM and feedback-seeking behavior. A survey complete by 328 samples full-time employees from financial industry, finding that feedback-seeking behavior was increase by task identity, task significant and task feedback, and unaffected by skill variety and job autonomy, and furthermore tacit and explicit knowledge doesn't exist moderating effect over the JCM and feedback-seeking.