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ISSN : 1229-0696
본 연구에서는 업무수행 피드백을 정보 피드백과 보상 피드백으로 구분하고, 이를 측정할 수 있는 행동 척도를 개발하여 개인의 성취 목표가 이 두 가지 피드백의 탐색 및 제공 행동에 미치는 영향을 검토하였다. 현직자 292명으로부터 설문조사를 통해 자료를 수집하였다. 연구 결과, 업무수행 피드백 행동은 제공 행동과 탐색 행동 각각에서 정보 피드백과 보상 피드백이라는 두 개의 독립적인 요인으로 구조화되어 있음을 관찰하였다. 또한 성취 목표 지향성과 피드백 행동은 체계적인 상관관계가 있었다. 구체적으로, 숙달 접근 목표는 정보 피드백과 정적상관이 유의한 반면 보상 피드백과는 유의한 상관관계가 없었다. 그러나 수행 접근 목표는 보상 피드백뿐만 아니라 정보 피드백과 유의한 정적 상관이 있었다. 수행 회피 목표는 오직 보상 피드백과 정적상관이 유의하였다. 끝으로 본 연구의 시사점과 향후의 연구과제에 대해 논의하였다.
On the assumption that performance feedback will be composed of information and reward feedback, this research developed 4 scales of feedback: Information-giving, information- seeking, reward-giving, and reward-seeking. And this research investigated the effects of achievement goal orientation on the four kinds of feedback behaviors. Data were gathered from 273 employees in corporations. The authors found that the four feedback scales were independent factors, and each achievement goal orientations had systematic relationships with four types of feedback. Performance approach goal orientation had significant positive correlations with all four feedbacks, but performance avoidance goal orientation had significant positive correlations with only reward-giving and reward-receiving feedbacks. Mastery-approach goal orientation had no significant relationship with reward-seeking and reward-giving feedbacks but had significant positive correlations with information-giving and information-seeking feedbacks. Mastery-avoidance goal orientation had significant positive correlations with reward-seeking and information seeking feedbacks. A possible framework for interpretation of the results were suggested in discussion.
성미송 ; 박영석, (2005) 조직 장면에서 2×2 성취 목표 모형의 타당화 연구, 한국심리학회지: 산업 및 조직
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