反馈寻求行为是指员工为了达到管理者预期或者实现个人发展目标，在企业内主动寻找和发现有利信息的一种行为。在组织快速变革发展的时代，工作复杂性和模糊性不断提高，反馈寻求行为成为员工提高工作绩效、发展自身能力的重要手段。在过往的研究中，对反馈寻求行为效果以及影响机制的探讨较少，本研究以工作绩效为结果变量，采用解释式混合方法研究范式，通过问卷调查研究和访谈研究两部分，探讨反馈寻求行为对工作绩效的影响机制。

研究一采用问卷调查法，探究反馈寻求行为、自我效能感、印象管理动机与工作绩效之间的关系。通过线上和线下结合的方式面向企业工作者招募被试，发放测量问卷并收取数据。最终样本由线上被试237人和线下被试36人组成，他们分别来自国企、外企、合资或者私营企业，主要为年龄分布在25-36岁之间的企业中层管理者或普通员工。采用验证性因素分析、相关和回归分析等方法分析处理数据，结果表明，自我效能感完全中介了询问式反馈寻求行为与工作绩效之间的关系，部分中介了监控式反馈寻求行为与工作绩效之间关系，且印象管理动机正向调节了这两种类型反馈寻求行为对自我效能感的影响。

为了深入挖掘实际情境中员工反馈寻求行为的发生及影响，进一步探究研究一中的变量关系，研究二采用半结构化访谈方法，邀请14名具有不同工作背景的企业工作者开展半结构化访谈，14名被访者是分别来自国企、外企、合资和私营企业的中层管理者或普通员工。采用扎根理论方法对访谈文本数据进行三级编码，构建反馈寻求行为过程及影响的理论模型。发现提高工作信心是员工反馈寻求后的一项重要心理反应，高印象管理动机组的被访者在提高工作信心这一项的编码频率显著高于低印象管理动机组的被访者，提高工作绩效被证明是反馈寻求行为的一项积极结果。

研究结论认为，企业中员工主动寻求反馈信息的行为影响了他们的工作信心，从而影响绩效结果，反馈寻求过程中的印象管理动机有利于增强自我效能感，这一研究丰富了反馈寻求行为结果机制方面的实证调查研究，为组织成员和管理者提供反馈寻求及反馈信息提供方面的有效建议。

Feedback seeking behavior refers to the behavior that employees seek information that is helpful to the completion of work initiatively in an organization to adapt to the expectation of manager and individual development. At the era of organization rapid change and development, job comes more complexity and uncertainty, FSB becomes an important means which help employees improve work performance, develop their ability. In the past study, it used to be less study about the results of feedback seeking behavior and influence mechanism. Through the questionnaire and interview research, this study explores the influence mechanism of FSB on job performance by taking performance as outcome variables, adopting an explantory mixed research paradigm to study this issue.

Study one use questionnaire to explore the relationship among feedback-seeking behavior, self-efficacy, impression management motivation and job performance. Questionnaires were issued and collected from enterprise workers who were recruited through the combination of online and offline. The final sample includes 237 online participants and 36 offline participants who are from state-owned enterprises, foreign companies, joint ventures or private enterprises. Most of them are middle managers or ordinary employees, between age of 25 and 36. Using confirmatory factor analysis, correlation and regression analysis methods to analyze and process data, the results showed that self-efficacy fully mediation the relationship between inquiry feedback seeking behavior and work performance, also partial mediation the relationship between monitoring feedback seeking behavior and work performance, meanwhile impression management motivation positively moderated the influence of the two feedback seeking modes on self-efficacy.

In order to in-depth study of occurrence and influence of employees' feedback-seeking behavior in the actual situation and further explore the relationship between variables in the first study, study two adopted the semi-structured interview method and Invited 14 enterprise workers with different working backgrounds to carry out the semi-structured interview, also sample population was consistent with the first study. The 14 interviewees are from state-owned enterprises, foreign enterprises, joint ventures and private enterprises. They are all middle managers or ordinary employees of enterprises. Base on the grounded theory, the three-level coding of the interview text data was carried out to build a theoretical model. Finally, the result shows that improving work confidence is an important psychological reaction of employee’s feedback seeking behavior. The code frequency of improving work confidence in high impression management objects group is significantly higher than that in low impression management objects group, improving the job performance is proved to be a positive result of feedback seeking behavior.

The study results agree that the behavior of employees actively seeking feedback information affects their work confidence, thus affecting their performance. The impression management motivation in the process of feedback seeking is conducive to the enhancement of self-efficacy. The study enriches the empirical research on the outcome mechanism of FSB and provides effective suggestions to employees and managers in organizations for these feedback seeking behaviors and feedback information provision.