The Relationship between Perception toward Negative Feedback Giving and Intention to Use Negative Feedback for Job Improvement of Generation Y Employee

Abstract

              This research aimed to study the level of perception toward negative feedback giving and intention to use negative feedback for job improvement of generation y employee and study the relationship between the perception toward negative feedback giving and the intention to use negative feedback for job improvement. The quasi-experimental approach was conducted to examine the relationship. The research design by giving negative feedback related the 5Ss performance, then the data was collected through self-administered questionnaires. The research participants were 31 employees aged between 18-35 years who working in a company in Srisaket Province. Data were analyzed using frequency, percentage, mean, standard deviation and Pearson’s correlation.   

               The study found that 1) the participants had a high level of perception toward negative feedback and intention to use negative feedback for job improvement. 2) Perceived source credibility and perceived usefulness of feedback had a positive relationship on high level with the intention to use negative feedback for job improvement, while perceived feedback self-efficacy and perceived feedback accuracy had a positive relationship on moderate level with the intention to use negative feedback for job improvement at the level of significance of 0.01