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Getting Ratees to Accept Performance Feedback: A Relational Approach.

Zainab Baloch1, Muhammad Zahid Iqbal1, Malik Ikramullah1

  • 1Department of Management Sciences, COMSATS University Islamabad, Pakistan Park Road, Tarlai Kalan, Islamabad, 45550 Pakistan.

Social Justice Research
|June 21, 2021
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Summary
This summary is machine-generated.

Fairness in management fosters employee feedback acceptance. Leader-member exchange (LMX) and supervisory trust influence this relationship, enhancing performance management strategies.

Keywords:
Feedback acceptanceLMXPerformance appraisalRelational justiceSupervisory trust

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Area of Science:

  • Organizational Behavior
  • Management Science

Background:

  • Employee feedback acceptance is crucial for performance management.
  • Relational justice, leader-member exchange (LMX), and supervisory trust are key factors influencing feedback processes.

Purpose of the Study:

  • To investigate the direct and indirect effects of relational justice on feedback acceptance.
  • To examine the mediating role of LMX and the moderating role of supervisory trust in this relationship.

Main Methods:

  • Two studies were conducted: Study 1 used online surveys with 572 participants (students and professionals) in Pakistan.
  • Study 2 employed a scenario-based experiment with 167 students, manipulating managerial fairness.

Main Results:

  • Relational justice positively predicted feedback acceptance in both studies.
  • Leader-member exchange (LMX) positively mediated the relationship between relational justice and feedback acceptance.
  • Supervisory trust negatively moderated the relationship between relational justice and feedback acceptance in Study 2.

Conclusions:

  • Implementing relational justice strategies enhances employee feedback acceptance.
  • Understanding the interplay of LMX and supervisory trust can optimize performance feedback delivery.
  • Fairness in management practices is essential for fostering productive employee-manager relationships and improving performance.