Abstract
Feedback orientation is an individual's overall receptivity to feedback, a concept that encompasses feedback utility, accountability with regard to participation in feedback, social awareness, and self-efficacy toward feedback. This study investigated the effects of these individual differences on in-role performance, with the mediation of satisfaction with feedback. Based on our survey of 225 matched supervisor-subordinate sets from nurses in public hospitals, analyses through structural equation modeling support a direct association of feedback utility, accountability, self-efficacy, and social awareness with performance as well as indirect relationships through satisfaction with feedback. On the basis of these findings, the framework advances some formal performance management practices to aid managers and human resource development (HRD) practitioners in the understanding and enactment of feedback orientation. Finally, the implications of the study for further research are discussed.