Feedback orientation reflects an individual difference in one’s receptivity to feedback. We present the results of a meta-analysis of the feedback orientation literature. Based on k = 46 independent samples, representing n = 12,478 workers, meta-analytic results suggest that feedback orientation is positively related to learning goal orientation (rc = 0.39), job satisfaction (rc = 0.33), work performance (rc = 0.35), and feedback seeking (rc = 0.43). Meta-analytic regression and dominance analysis was used to tease apart how related informal feedback constructs (i.e., feedback seeking, feedback environment, & feedback orientation) aid in the prediction of outcomes, above and beyond two established predictors of job attitudes and work performance: role clarity and leader-member exchange. We also present an interactive exploratory data analysis tool to aid in developing future research questions regarding the connection between informal feedback constructs and work outcomes. To illustrate the use of this tool, we present the results of an exploratory, theory-based test of the linkage between feedback orientation, feedback seeking, and job satisfaction. The results of this meta-analysis help illustrate how employees experience informal feedback at work, and how feedback orientation may be theoretically differentiated from related informal feedback constructs.

Due to climate change, the need to protect biodiversity and reduce pollution, and governmental regulations, many organizations are aiming to become more environmentally sustainable. In this context, researchers and practitioners are increasingly interested in the construct of employee green behavior (EGB). EGB has been considered by numerous empirical studies over the last two decades and its associations with demographic characteristics, individual differences, work-related perceptions, and job attitudes. To systematically synthesize the rapidly growing literature on EGB, we conducted a meta-analysis (k = 135 independent samples; total N = 47,442 employees). Results showed positive associations between EGB and, for example, pro-environmental attitudes, corporate social responsibility, and green psychological climate. We further report the results of a meta-analytic path model based on the theory of planned behavior, which showed that pro-environmental attitude, norms, perceived behavioral control, and intentions positively predicted EGB.

Using several meta-analytic strategies and two primary investigations, we test competing hypothesis of a linear vs. non-linear relationship between age and career commitment. Evidence suggests that workers' career commitment increases with age to a point and then begins to decline.

Feedback environment reflects the perceptions of the contextual, day-to-day feedback process within supervisor-subordinate relationships. Here, we present a comprehensive meta-analysis of the feedback environment literature. Based on K = 112 independent samples, representing N = 31,089 workers, results suggest that feedback environment is positively related to feedback orientation (rc = .42), leader–member exchange (rc = .81), supervisor-rated performance (rc = .29), and negatively related to burnout (rc = -.51). Moreover, we present multiple regression and relative weights analyses to consider the unique and incremental predictive power of feedback environment above-and-beyond two related constructs: leader–member exchange and feedback orientation. The results suggest that feedback environment explains unique variance in several correlates and is a particularly important predictor of (lower) burnout.

The global COVID-19 pandemic has disrupted the lives of workers and taken its toll on health and well-being. In line with recent calls for more inductive and abductive occupational health science research, we exploratorily meta-analyzed workers’ COVID-19 distress, defined as psychological and psychosomatic strain contextualized to experiencing the virus and pandemic broadly. We identified many existing COVID-19 distress measures (e.g., Fear of COVID-19 Scale by Ahorsu et al., 2020; Coronavirus Anxiety Scale by Lee, 2020a) and correlates, including demographic variables (viz., gender, marital status, whether worker has children), positive well-being (e.g., quality of life, perceived social support, resilience), negative well-being (e.g., anxiety, depression, sleep problems), and work-related variables (e.g., job satisfaction, burnout, task performance). Additionally, we found preliminary evidence of subgroup differences by COVID-19 distress measure and country-level moderation moderators (viz., cultural values, pandemic-related government response) as well as COVID-19 distress’s incremental validity over and above anxiety and depression. The findings—based on k = 135 independent samples totaling N = 61,470 workers—were abductively contextualized with existing theories and previous research. We also call for future research to address the grand challenge of working during the COVID-19 pandemic and ultimately develop a cumulative occupational health psychology of pandemics.