Search Results (3)

The interplay among classroom environment, grit, and enjoyment in shaping the feedback-seeking behavior (FSB) of Chinese English as a Foreign Language (EFL) learners remains underexplored. This study investigates how the classroom psychological environment and L2 grit influence FSB, categorized as feedback monitoring (FM, the passive observation of feedback) and feedback inquiry (FI, proactive requests for clarification), in the context of L2 writing. This study also focuses on the mediating role of foreign language enjoyment (FLE) in this process. A mixed-methods design was utilized to study 612 Chinese junior secondary students aged 13–15 with over five years of formal English instruction. Structural equation modeling (SEM) revealed that perseverance of effort (POE) and consistency of interest (COI), as two dimensions of L2 grit, directly predicted FM (β = 0.19 and 0.27, respectively) but not FI. The classroom environment indirectly enhanced both FM (β = 0.05) and FI (β = 0.09) through FLE. Qualitative interviews highlighted cultural constraints: 83.3% of participants prioritized FM over FI due to face-saving norms, despite high grit levels (M = 3.61 on a 5-point scale), underscoring cultural barriers to proactive feedback-seeking in Chinese collectivist classrooms. These findings validate the tripartite framework of positive psychology in L2 learning and propose strategies to balance institutional support, grit cultivation, and cultural sensitivity in fostering adaptive FSB. Full article

This study investigated the characteristics of feedback-seeking behavior and the underlying motivational antecedents including the mindsets and achievement goals of Chinese EFL learners. Questionnaire data were collected from 677 learners taking English classes at different levels in China for (1) their beliefs about English learning (a fixed or growth mindset), (2) goal orientation in achievement-related situations (development or demonstration goals), and (3) FSB (whether to seek feedback, by what strategies, and from whom). Results indicated that Chinese EFL learners with a growth mindset or demonstration-approach goals proactively seek feedback through variant strategies (i.e., feedback direct inquiry, indirect inquiry, and monitoring) while those with development-approach goals or a fixed mindset seek feedback by monitoring only due to learners’ different perceptions of the cost and value attached to different strategies. Furthermore, a demonstration approach partially mediated the predictive role of a growth mindset on three FSBs, while the relationships between feedback monitoring and the two mindsets were partially or fully mediated by a development approach. Full article

Amid the growth of COVID-19 pandemic, SMEs are facing greater uncertainties and pressures to survive because even though they are efficiently managed, their human resource organizations lack a large number of resources and a well-developed training system to foster the sustainable development of employees. Employees are important assets of the company, and their continuous growth and development are keys to the survival of the company. In this context, the individual worker’s assessment of his or her job role and how the assessments drive the employee to exhibit an appropriate proactive work behavior are particularly important. Previous research has typically focused on how organizations and leaders perceive employees but has rarely explored employees’ own implicit followership cognitive states. This study integrates the traits of positive implicit followership of employees, namely, industry trait, enthusiasm trait, and good citizen trait, with perceived supervisor support (PSS) and feedback-seeking behavior (FSB) into one research framework. In this study, 207 valid questionnaires were collected by using offline convenience sampling, and structural equation modeling (SEM) analysis was conducted. The results show that employees’ industry traits directly and positively influence FSB, while enthusiasm traits and good citizen traits have no direct effect on promoting FSB. In addition, industry trait, enthusiasm trait, and good citizen trait significantly and positively influence PSS, with good citizen trait having the greatest positive effect on PSS. Furthermore, PSS has a significant positive effect on FSB. Finally, PSS was found to mediate between industry traits and FSB. Corresponding to the results of the study, the actions shaping employees’ positive implicit followership cognition and forming a good supportive atmosphere to promote employees’ performance of more feedback-seeking behaviors are recommended. Full article