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Relationship between sources and types of feedback to work motivation via the dimensions of empowerment

Student Researchers: Charles Heng Kia Kien
Supervisor: Dr Graeme Ditchburn
Ethics approval: 2013/061

Feedback on work performance has been shown to increase intrinsic motivation as well as being positively associated with components of empowerment. However, the relationships between different types of feedback and intrinsic motivation and the mediating effect of the components of empowerment have not been explored. The current study aims to demonstrate that the relationships between different types of feedback and intrinsic motivation are mediated by empowerment. 162 participants drawn from various nationalities and different occupations completed an online survey that assessed their perception of feedback, empowerment, and motivation at work. The sample include 39 male and 123 female with the mean age of 25.14 (SD=6.91). The findings indicated that the pertinent use of positive and negative feedback can influence psychological empowerment resulting in increased levels of intrinsic motivation. Evaluative feedback was not found to be significantly related empowerment or intrinsic motivation. The practical implications of the findings as well as the limitations of the study were highlight in this study. Future research such as the use of multisource feedback and longitudinal design were also discussed.