Negative Feedback, Emotion Regulation, and Task Performance: A Moderated Mediation Model

Abstract

Purpose

In this chapter, we aim to investigate the emotional and performance consequences of negative feedback in the workplace and provide an explanation for the varying reactions exhibited by employees.

Study Design/Methodology/Approach

We adopt a theoretical approach to develop propositions that elucidate the impact of negative feedback on task performance, with a specific focus on the mediating role of emotion regulation. By considering individual differences in task versus relational orientation, we aim to shed light on how these differences influence individuals' responses to negative feedback.

Findings

We propose that individuals with a task orientation are more inclined to engage in emotion regulation strategies following negative feedback, leading to improvements in subsequent task performance. Conversely, individuals with a relational orientation tend to internalize negative feedback, impeding their ability to regulate negative emotions and, consequently, hindering task performance enhancement.

Originality/Value

Our research contributes to the existing literature by examining the emotional and performance consequences of negative feedback in the workplace. By emphasizing the significance of emotion regulation and individual differences, we provide valuable insights that can inform the management of feedback processes within organizations.

Citation

Harati, H., Ashkanasy, N.M. and Amirzadeh, M. (2024), "Negative Feedback, Emotion Regulation, and Task Performance: A Moderated Mediation Model", Ashkanasy, N.M., Troth, A.C. and Humphrey, R.H. (Ed.) Emotion in Organizations (Research on Emotion in Organizations, Vol. 19), Emerald Publishing Limited, Leeds, pp. 117-131. https://doi.org/10.1108/S1746-979120240000019006