This article investigates the formulation of supervisory feedback messages as a function of attributions regarding poor subordinate performance and feedback goals. Theory and research drawn from feedback and attribution literatures were used to develop the research question. Data to investigate the research question were drawn from nurse managers at general hospitals. The results indicate that the goal of supervisors is an important driving force in determining the type of feedback generated, whereas attributions for poor performance had relatively few effects on the generation of feedback messages. Overall, there was a strong dominance of work-oriented feedback messages and altruism-oriented feedback messages. The implications of the model for theory and practice are discussed.
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