Negative feedback and employee job performance: Moderating role of the Big Five

• Yun Guo

  Binzhou University

• Yanhong Zhang

  Wuhan University of Science and Technology

• Jianqiao Liao

  Huazhong University of Science and Technology

• Xinwei Guo

  Binzhou University

• Jintao Liu

  Binzhou University

• Xiang Xue

  Binzhou University

• Cunchao Li

  Binzhou University

• Min Zhang

  Binzhou University

• Yumei Zhang

  Binzhou University

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees’ job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.

1. Yun Guo, Binzhou University
   Department of Economics and Management
2. Yanhong Zhang, Wuhan University of Science and Technology
   School of Management
3. Jianqiao Liao, Huazhong University of Science and Technology
   School of Management
4. Xinwei Guo, Binzhou University
   Department of Economics and Management
5. Jintao Liu, Binzhou University
   Department of Economics and Management
6. Xiang Xue, Binzhou University
   Department of Economics and Management
7. Cunchao Li, Binzhou University
   Department of Economics and Management
8. Min Zhang, Binzhou University
   Department of Economics and Management
9. Yumei Zhang, Binzhou University
   Department of Economics and Management

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