Abstract:
Today, feedback quality, job performance and trust in supervisor are viewed as solitary strategic problem for Non-Profit organizations. The theory of feedback quality in Non-profit sector literature turn out to be more predominant in the latest few eras. Better work performance is one and only supreme significant elements in determining the productivity of an organization. As a result, in direction to surge the productivity of employees it is vital for the organizations to provide the high quality of feedback and engage the employees in behavior of seeking feedback at place of work. Perceived quality feedback and trust in supervisor have been observed as single main reasons which impacts the relationship of feedback seeking behavior and work performance and ultimately the efficiency of organization. Hence, the purpose of current study is to examine the relationship between feedback seeking behavior (FSB) and work performance and to examine, when this relationship become stronger by observing the impact of high qualified feedback and trust in supervisor on the relationship of FSB- work performance. Study is conducted on four Non-profit organizations of Islamabad, Pakistan. The research design was used in this study is cross - sectional correlational and participants (n=97) finalized a questionnaire via handouts. The SPSS 20 is used to examine the analysis in depth. Results of current study exhibited that feedback seeking behavior and work performance having a strong positive relationship which supported the one of hypothesis according to the previous literature review. It is also establish that degree of this correlation is high when employee perceived high quality feedback and it’s significantly proved in our result analysis. The results of current study are also reliable with prior readings. Moreover the study found that trust in supervisor, have excessive influence among the FSB, quality feedback and work performance. Better definitions of quality feedback and trust in supervisor and empirically verified measure of work performance would backing more correct analysis of this relationship in future research.
