This study builds upon the previous research conducted by Herold, Liden, and
Leatherwood (1987). The dimensionality of the sources of feedback scale was
examined using confirmatory factor analysis. The model was tested on a combined
sample from two service-based organizations. Results indicated that the five factor
model as originally conceived by the scale's developers had strong model to data
fit; that is, the data indicated that respondents distinguished among feedback from
the organization, supervisor, coworkers, task, and oneself. In addition, the out
come variables of stress, job satisfaction, role conflict, role ambiguity, and job
involvement were examined. Using hierarchical multiple regression to control for
the organization, it was determined that feedback from oneself and coworkers did
not predict any of the outcome variables. However, feedback from task, supervisor,
and organization predicted job satisfaction and role ambiguity. Only feedback from
the organization predicted job involvement, role conflict, and stress. Implications
for managers are discussed.
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