反馈是对个体极为重要的资源，个体可以被动等待反馈，也可积极寻求反馈；权威研究表明，积极获取反馈即反馈寻求行为显著正向影响个体创新行为与绩效。不过，目前研究仅笼统验证了反馈寻求策略，即询问或者监测对绩效的价值，但在具体文化背景下，向“谁”寻求、寻求“什么”、如何 “寻求”及怎样把握寻求“度”的问题均未解决。且由于反馈寻求行为对创新绩效的影响机制尚未清晰，导致一些学者产生对二者关系的不稳定性质疑。本文扎根本土，通过四个子研究逐层深入，验证反馈寻求对创新绩效的影响机理：（1）修正、重构反馈寻求行为的测度量表；（2）逐层分析多样化的反馈寻求行为对创新绩效的影响，并通过纵向分析揭示二者的互动关系；（3）辨析反馈对寻求行为与创新绩效关系的调节作用；（4）验证反馈寻求行为对创新绩效影响的双路径中介机制。该研究试图建立一个更加稳定的模型，以期为反馈氛围营造、反馈方式转变和引导员工寻求反馈等方面提供对策。

Feedback is a significant resource for the individuals which can be passively sought or actively pursued. Previous researches have recognized that feedback seeking behavior has a positive effect on individual innovation performance. However, those studies only generally validated the feedback seeking strategy, i.e., the values of inquiry or monitoring on the performance. Whereas, in terms of "who" "what" "how" to seek as well as how to grasp the "degree" in the specific cultural background, those issues have not been solved yet. Moreover, the mechanism of feedback seeking behavior on innovation performance is not affirmed and some scholars question the instability of the relationship between the two. This study tries to validate the mechanism of feedback seeking behavior on innovation performance based on four sub-studies. Firstly, establish and correct the measurement and scale of feedback seeking behavior. Secondly, analyze the diversity of feedback seeking behavior and its influence on innovation performance and examine the mutual interaction via longitudinal study. Thirdly, evaluate the mediation effect of feedback seeking on innovation performance. Lastly, validate the dual path mediating mechanism of feedback seeking behavior on innovation performance. The study attempts to establish a more stable model to provide management advice for the creation of feedback atmosphere, the transformation of feedback methods and the guidance of employees to seek feedback.