Specificity of performance appraisal feedback, trust in manager, and job attitudes: A serial mediation model

Kwangsu Moon1
1Department of Psychology, Chung-Ang University, Republic of Korea
Cite this article:  Moon, K. (2019). Specificity of performance appraisal feedback, trust in manager, and job attitudes: A serial mediation model. Social Behavior and Personality: An international journal, 47, e7567.

Volume 47 Issue 6 | e7567 | Published: June 2019 | DOI: https://doi.org/10.2224/sbp.7567

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I investigated the potential serial mediating role of feedback acceptance and job satisfaction in the relationship between specificity of performance appraisal feedback, trust in manager, and job involvement by analyzing self-reported survey data from 240 people employed in various companies throughout South Korea. A path analysis and the PROCESS macro in SPSS were used to test the mediation model. Only the partial mediation model of feedback acceptance had adequate fit. Furthermore, both feedback specificity and trust in manager had significant direct and indirect relationships with employees’ feedback acceptance and job satisfaction, and job satisfaction was directly associated with job involvement. These findings suggest that when an employee is provided with performance appraisal feedback, manager trust and feedback specificity may positively influence feedback acceptance. Acceptance of the feedback may, in turn, lead to greater job satisfaction and involvement.

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