Managers’ Attributed Motives for Feedback Seeking Scale 管理者对寻求反馈行为的动机归因量表（Stobbeleir等，2010）

简介

随着工作变得更加复杂、模糊和多变，员工需要变得更加能够自我指导和更加主动。已经有大量研究探索主动行为的各种形式，比如寻求反馈、进言和工作重塑等。与主动行为相关的成本或收益的一个关键决定因素是对主动行为的人际关系评估。基于归因理论，Stobbeleir等（2010）研究了人们如何对重要的主动行为——寻求反馈行为进行主观评价。员工的绩效历史、其管理者的内隐人格以及员工需求反馈行为的频率都会影响管理者对需求反馈行为的评价。

信度与效度

Stobbeleir等（2010）对美国西南部某大学的1781名在读或已毕业的MBA学生就行调查，319名学生答复，有效回复率为18%。结果表明，管理者对寻求反馈行为的动机归因量表的两个维度绩效提升动机和印象管理动机的内部一致性系数分别为0.77和0.91。

量表

请您根据自己的实际感受和体会，对下面14项描述进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 (strongly disagree) to 5 (strongly agree)

Today is a day like any other. You work for a large Southwestern organization. You have several immediate co-workers, you report to a single superior, and you have a small staff reporting to you. You are sitting comfortably at your desk working on final preparations for your year-end area review when you hear a knock on your office door. You look up to find Robert, one of your subordinates, standing in the doorway. Robert has a history of superior performance. You and Robert were involved in an important staff meeting yesterday. The meeting was long and covered a variety of topics. One of the topics of the meeting was a project that Robert is working on. Robert gave a prepared presentation that lasted about 15 min, and then he spent about 5 min answering questions about the project. Robert asks if you are free for a few minutes. After the two of you exchange greetings, Robert asks you, as he has done only a few times before, to comment on the weaknesses of his presentation.

To what extent do you perceive Robert’s FSB is motivated by the following: 1.A desire to discover what his responsibilities are.
2.A desire to discover exactly what is expected of him.
3.A desire to perform better.
4.A desire to learn.
5.A desire to understand better what you want from him.
6.A desire to strengthen your working relationship.
7.A desire to enhance his him image (i.e., to make you believe that he is a helpful employee).
8.A desire to build-up for a later exchange.
9.A desire to show-off his expertise.
10.A desire to look good.
11.A desire to influence how you see him.
12.A desire to capture your attention on him.
13.A desire to obtain recognition or other organizational rewards.
14.A desire to create an impression.

计分方法

管理者对寻求反馈行为的动机归因量表包括绩效提升动机归因和印象管理动机归因两个分量表，共14道题，可以计算各个量表所包含题目的总分和平均分。

绩效提升动机归因量表：共6道题，包括第1-6题。
印象管理动机归因量表：共8道题，包括第7-14题。

量表出处

Stobbeleir, K. E., Ashford, S. J., & Luque, M. F. S. (2010). Proactivity with image in mind: How employee and manager characteristics affect evaluations of proactive behaviours. Journal of Occupational and Organizational Psychology, 83(2), 347-369.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！