Abstract
In order to investigate the impact of performance feedback on work engagement and the impact mechanism between the two constructs, a questionnaire survey was conducted among 155 employees from 5 enterprises in Shandong Province by three scales, psychological empowerment, work engagement and performance feedback. The results showed that: First, performance feedback had a positive impact on work engagement and psychological empowerment. Second, the impact of performance feedback on work engagement was mediated by two dimensions of psychological empowerment, meaning of work and autonomy. Performance feedback helped employees get a sense of meaning, enhanced their sense of autonomy and thus increased work engagement.
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