ISSN : 1229-0696
The purpose of this study was to examine the influence of self-regulation activities(goal setting and feedback seeking) and social network in the relationship between goal orientation(learning goal orientation, proving goal orientation, and avoiding goal orientation) and job performance(task performance and adaptive performance). First, the mediating effect of self-regulation activities in the relationship between goal orientation and job performance was tested. Second, the moderating effect of social network strength in the relationship between self-regulation activities and job performance was tested. The data were gathered from 286 employees who are working in various organizations in Korea. Thirty-eight peers or supervisors who knew 286 employees very well rated their job performance. As results, the learning goal orientation and the proving goal orientation had positive relationships with both of the performance. This relationship was mediated by two self-regulation activities: goal setting and feedback seeking. In contrast, the avoiding goal orientation had negative relationships with both of the performance, and this relationship was mediated by those two self-regulation activities. These results suggest that employees who have high learning goal orientation are interested in self-development, thus they are likely to show self-regulation activities and the outstanding performance in the workplace. The employees who have high proving goal orientation focus on demonstrating their competence and the gaining of favorable judgment from others, therefore they are likely to do self-regulation activities and show good job performance. On the other hand, the employees who have high avoiding goal orientation desire to avoiding negative judgments from others, therefore they show low self-regulation activities and job performance. In addition to these results, the moderating effect of the strength of social network in the relationship between feedback seeking and job performance was revealed. When social network strength is strong, there is more positive relationship between feedback seeking and job performance. Finally, based on these results, the implications and limitations of this study and the future research were discussed.
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