The effects of self-development motive and impression management Motive on continuous learning activity The mediating effect of Feedback seeking behavior and the moderating effect of Leader-Member Exchange quality
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May 31, 2016
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Abstract
The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.
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Ko, Y., & Yoo, T. (2016). The effects of self-development motive and impression management Motive on continuous learning activity: The mediating effect of Feedback seeking behavior and the moderating effect of Leader-Member Exchange quality. Korean Journal of Industrial and Organizational Psychology, 29(2), 279–301. https://doi.org/10.24230/kjiop.v29i2.279-301
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Empirical Articles
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References
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김태홍, 한태영 (2009). 적응성과 및 지속적 학습활동에 대한 학습목표성향, 실책관리풍토 및 변화 지향적 팀 리더십의 영향, 인사조직연구, 17, 117-159.
김혜영, 이동귀 (2009). 직장인의 자기계발 동기와 심리적 안녕감의 관계, 한국심리학회지: 산업 및 조직, 22, 261-293.
박소담, 유태용 (2015). 동료의 인상관리행동이 종업원의 조직 내 행동에 미치는 영향: 인상관리 동기의 매개효과와 내적 통제소재의 조절효과, 한국심리학회지: 산업 및 조직, 28, 75-97.
이인호, 탁진국 (2010). 자기계발 동기가 혁신행동과 직무열의에 미치는 영향: 리더십의 조절효과를 중심으로, 한국심리학회지: 산업 및 조직, 23, 605-633.
이환혁 (2013). 사회적 맥락에 의해 전염된 조직시민행동이 직무소진에 미치는 영향: 인상관리동기, OCB 역할정의의 조절효과를 중심으로, 고려대학교 석사학위논문.
정성훈, 유태용 (2008). 피드백 추구를 위한 모니터링과 묻기의 선행변인과 결과변인에 관한 연구. 한국심리학회지: 산업 및 조직, 21, 85-112.
중앙일보 (2015, 7, 22). 공부하는 샐러리맨 ‘샐러던트’.
허승연 (2011). 행위자의 조직시민행동과 인상관리행동에 대한 상사와 동료의 귀인 및 평가, 성균관대학교 일반대학원 석사학위 청구논문.
Anseel, F., Lievens, F., & Levy, P. E. (2007). A self‐motives perspective on feedback seeking behavior: Linking organizational behavior and social psychology research. International Journal of Management Review, 9, 211-236.
Ashford, S. J. (1986). Feedback-seeking in individual adaptation: A resource perspective. Academy of Management Journal, 29, 465-487.
Ashford, S. J., & Cummings, L. L. (1983). Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32, 370-398.
Ashford, S. J., & Northcraft, G. B. (1992). Conveying more (or less) than we realize: The role of impression-management in feedback- seeking. Organizational Behavior and Human Decision Processes, 53, 310-334.
Ashford, S. J., & Tsui, A. S. (1991). Self- regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34, 251-280.
Avolio, B. J., & Yammarino, F. J. (1990). Operationalizing charismatic leadership using a levels-of-analysis framework. The Leadership Quarterly, 1, 193-208.
Blumberg, H. H. (1972). Communication of interpersonal evaluations. Journal of Personality and Social Psychology, 23, 157-162.
Bozeman, D. P., & Kacmar, K. M. (1997). A cybernetic model of impression management processes in organizations. Organizational Behavior and Human Decision Processes, 69, 9-30.
Chen, Z., Lam, W., & Zhong, J. A. (2007). Leader-member exchange and member performance: a new look at individual-level negative feedback-seeking behavior and team- level empowerment climate. Journal of Applied Psychology, 92, 202-212.
Cheng, J. W., & Lu, K. M. (2012). The role of job design and mechanism in motivating feedback-seeking behaviour in transportation service. The Service Industries Journal, 32, 2047-2057.
Choi, B. K., Moon, H. K., & Nae, E. Y. (2014). Cognition-and affect-based trust and feedback- seeking behavior: The roles of value, cost, and goal orientations. The Journal of Psychology, 148, 603-620.
Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18, 105-115.
Deci, E. L., & Ryan, R. M. (2002). Handbook of self-determination research. University Rochester Press.
Eichhorn, K. C. (2009). A model of feedback-seeking based on the LMX and communication antecedents, International Journal of Leadership Studies, 4, 184-201.
Fedor, D. B., Rensvold, R. B., & Adams, S. M. (1992). An investigation of factors expected to affect feedback seeking: A longitudinal field study. Personnel Psychology, 45, 779-802.
Han, T. Y. (2003). Multilevel approach to individual and team adaptive performance. Doctoral dissertation, University at Albany, Department of Psychology.
Hurtz, G. M. (2002). Attitudinal and motivational antecedents of participation in employee development activities. Unpublished doctoral dissertation, State University of New York at Albany.
Kim, Y., Chiu, C., & Zou, Z. (2010). Know thyself: Misperceptions of actual performance undermine achievement motivation, future performance, and subjective well-being. Journal of Personality and Social Psychology, 99, 395-409.
Lam, W., Huang, X., & Snape, E. D. (2007). Feedback-seeking behavior and leader-member exchange: do supervisor-attributed motives matter? Academy of Management Journal, 50, 348-363.
Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and two-component model. Psychological Bulletin, 107, 34-47.
Levy, P. E., Albright, M. D., Cawley, B. D., & Williams, J. R. (1995). Situational and individual determinants of feedback seeking: A closer look at the process. Organizational Behavior and Human Decision Processes, 62, 23-37.
Levy, P. E., Cober, R. T. and Miller, T. (2002) ‘The effect of transformational and transactional leadership perceptions on feedback-seeking intentions’, Journal of Applied Social Psychology, 32, 1703-1720.
London, M., & Mone, E. M. (1999). Continuous learning. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development(pp. 119-153). Jossey-Bass Inc.
London, M., & Smither, J. W. (1999). Empowered self-development and continuous learning. Human Resource Management, 38, 3-15.
Maurer, T. J. (2002). Employee learning and development orientation: Toward an integrative model of involvement in continuous learning. Human Resource Development Review, 1, 9-44.
Morrison, E. W., & Bies, R. J. (1991). Impression Management in the Feedback-Seeking Process: A Literature review and Research Agenda. Academy of Management Review, 16, 522-541.
Muchinsky, P. M., & Culbertson, S. S.(2016). Psychological applied to work: An introduction to industrial and organizational psychology(11th ed.). Hypergraphic Press.
Rioux, S. M., & Penner, L. A. (2001). The causes of organizational citizenship behavior: a motivational analysis. Journal of Applied Psychology, 86, 1306-1314.
Ryan, R. M., & Deci, E. L. (2000). Self- determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 66-78.
Scandura, T. A., Graen, G. B., & Novak, M. A. (1986). When managers decide not to decide autocratically: An investigation of leader- member exchange and decision influence. Journal of Applied Psychology, 71, 579-584.
Schoeneman, T. J. (1981). Reports of the sources of self‐knowledge1. Journal of Personality, 49, 284-294.
Sedikides, C. (1993). Assessment, enhancement and verification determinants of the self-evaluation process. Journal of Personality and Social Psychology, 65, 317-338.
Tuckey, M., Brewer, N., & Williamson, P. (2002). The influence of motives and goal orientation on feedback seeking. Journal of Occupational and Organizational Psychology, 75, 195-216.
Van Dyne, L., Earley, P. C., & Cummings, L. L. (1990). Diagnostic and impression management: Feedback seeking behavior as a function of self-esteem and self-efficacy. In Annual Meeting of the Society of Industrial and Organizational Psychology, Miami Beach, FL.
Vallerand, R. J., Pelletier, L. G., Blais, M. R., Briere, N. M., Senecal, C., & Vallieres, E. F. (1992). The academic motivation scale: A measure of intrinsic, extrinsic, and amotivation in education. Educational and Psychological Measurement, 52, 1003-1017.
김지혜, 한태영 (2011). 지속학습활동에 대한 영향요인 고찰: 개인수준 목표지향성과 팀 수준 학습행동, 기업교육연구, 12, 53- 78.
김태홍, 한태영 (2009). 적응성과 및 지속적 학습활동에 대한 학습목표성향, 실책관리풍토 및 변화 지향적 팀 리더십의 영향, 인사조직연구, 17, 117-159.
김혜영, 이동귀 (2009). 직장인의 자기계발 동기와 심리적 안녕감의 관계, 한국심리학회지: 산업 및 조직, 22, 261-293.
박소담, 유태용 (2015). 동료의 인상관리행동이 종업원의 조직 내 행동에 미치는 영향: 인상관리 동기의 매개효과와 내적 통제소재의 조절효과, 한국심리학회지: 산업 및 조직, 28, 75-97.
이인호, 탁진국 (2010). 자기계발 동기가 혁신행동과 직무열의에 미치는 영향: 리더십의 조절효과를 중심으로, 한국심리학회지: 산업 및 조직, 23, 605-633.
이환혁 (2013). 사회적 맥락에 의해 전염된 조직시민행동이 직무소진에 미치는 영향: 인상관리동기, OCB 역할정의의 조절효과를 중심으로, 고려대학교 석사학위논문.
정성훈, 유태용 (2008). 피드백 추구를 위한 모니터링과 묻기의 선행변인과 결과변인에 관한 연구. 한국심리학회지: 산업 및 조직, 21, 85-112.
중앙일보 (2015, 7, 22). 공부하는 샐러리맨 ‘샐러던트’.
허승연 (2011). 행위자의 조직시민행동과 인상관리행동에 대한 상사와 동료의 귀인 및 평가, 성균관대학교 일반대학원 석사학위 청구논문.
Anseel, F., Lievens, F., & Levy, P. E. (2007). A self‐motives perspective on feedback seeking behavior: Linking organizational behavior and social psychology research. International Journal of Management Review, 9, 211-236.
Ashford, S. J. (1986). Feedback-seeking in individual adaptation: A resource perspective. Academy of Management Journal, 29, 465-487.
Ashford, S. J., & Cummings, L. L. (1983). Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32, 370-398.
Ashford, S. J., & Northcraft, G. B. (1992). Conveying more (or less) than we realize: The role of impression-management in feedback- seeking. Organizational Behavior and Human Decision Processes, 53, 310-334.
Ashford, S. J., & Tsui, A. S. (1991). Self- regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34, 251-280.
Avolio, B. J., & Yammarino, F. J. (1990). Operationalizing charismatic leadership using a levels-of-analysis framework. The Leadership Quarterly, 1, 193-208.
Blumberg, H. H. (1972). Communication of interpersonal evaluations. Journal of Personality and Social Psychology, 23, 157-162.
Bozeman, D. P., & Kacmar, K. M. (1997). A cybernetic model of impression management processes in organizations. Organizational Behavior and Human Decision Processes, 69, 9-30.
Chen, Z., Lam, W., & Zhong, J. A. (2007). Leader-member exchange and member performance: a new look at individual-level negative feedback-seeking behavior and team- level empowerment climate. Journal of Applied Psychology, 92, 202-212.
Cheng, J. W., & Lu, K. M. (2012). The role of job design and mechanism in motivating feedback-seeking behaviour in transportation service. The Service Industries Journal, 32, 2047-2057.
Choi, B. K., Moon, H. K., & Nae, E. Y. (2014). Cognition-and affect-based trust and feedback- seeking behavior: The roles of value, cost, and goal orientations. The Journal of Psychology, 148, 603-620.
Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18, 105-115.
Deci, E. L., & Ryan, R. M. (2002). Handbook of self-determination research. University Rochester Press.
Eichhorn, K. C. (2009). A model of feedback-seeking based on the LMX and communication antecedents, International Journal of Leadership Studies, 4, 184-201.
Fedor, D. B., Rensvold, R. B., & Adams, S. M. (1992). An investigation of factors expected to affect feedback seeking: A longitudinal field study. Personnel Psychology, 45, 779-802.
Han, T. Y. (2003). Multilevel approach to individual and team adaptive performance. Doctoral dissertation, University at Albany, Department of Psychology.
Hurtz, G. M. (2002). Attitudinal and motivational antecedents of participation in employee development activities. Unpublished doctoral dissertation, State University of New York at Albany.
Kim, Y., Chiu, C., & Zou, Z. (2010). Know thyself: Misperceptions of actual performance undermine achievement motivation, future performance, and subjective well-being. Journal of Personality and Social Psychology, 99, 395-409.
Lam, W., Huang, X., & Snape, E. D. (2007). Feedback-seeking behavior and leader-member exchange: do supervisor-attributed motives matter? Academy of Management Journal, 50, 348-363.
Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and two-component model. Psychological Bulletin, 107, 34-47.
Levy, P. E., Albright, M. D., Cawley, B. D., & Williams, J. R. (1995). Situational and individual determinants of feedback seeking: A closer look at the process. Organizational Behavior and Human Decision Processes, 62, 23-37.
Levy, P. E., Cober, R. T. and Miller, T. (2002) ‘The effect of transformational and transactional leadership perceptions on feedback-seeking intentions’, Journal of Applied Social Psychology, 32, 1703-1720.
London, M., & Mone, E. M. (1999). Continuous learning. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development(pp. 119-153). Jossey-Bass Inc.
London, M., & Smither, J. W. (1999). Empowered self-development and continuous learning. Human Resource Management, 38, 3-15.
Maurer, T. J. (2002). Employee learning and development orientation: Toward an integrative model of involvement in continuous learning. Human Resource Development Review, 1, 9-44.
Morrison, E. W., & Bies, R. J. (1991). Impression Management in the Feedback-Seeking Process: A Literature review and Research Agenda. Academy of Management Review, 16, 522-541.
Muchinsky, P. M., & Culbertson, S. S.(2016). Psychological applied to work: An introduction to industrial and organizational psychology(11th ed.). Hypergraphic Press.
Rioux, S. M., & Penner, L. A. (2001). The causes of organizational citizenship behavior: a motivational analysis. Journal of Applied Psychology, 86, 1306-1314.
Ryan, R. M., & Deci, E. L. (2000). Self- determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 66-78.
Scandura, T. A., Graen, G. B., & Novak, M. A. (1986). When managers decide not to decide autocratically: An investigation of leader- member exchange and decision influence. Journal of Applied Psychology, 71, 579-584.
Schoeneman, T. J. (1981). Reports of the sources of self‐knowledge1. Journal of Personality, 49, 284-294.
Sedikides, C. (1993). Assessment, enhancement and verification determinants of the self-evaluation process. Journal of Personality and Social Psychology, 65, 317-338.
Tuckey, M., Brewer, N., & Williamson, P. (2002). The influence of motives and goal orientation on feedback seeking. Journal of Occupational and Organizational Psychology, 75, 195-216.
Van Dyne, L., Earley, P. C., & Cummings, L. L. (1990). Diagnostic and impression management: Feedback seeking behavior as a function of self-esteem and self-efficacy. In Annual Meeting of the Society of Industrial and Organizational Psychology, Miami Beach, FL.
Vallerand, R. J., Pelletier, L. G., Blais, M. R., Briere, N. M., Senecal, C., & Vallieres, E. F. (1992). The academic motivation scale: A measure of intrinsic, extrinsic, and amotivation in education. Educational and Psychological Measurement, 52, 1003-1017.