First, the results of the current study showed that supervisors’ provision of work-related feedback increased workers’ stress levels. This finding was consistent with those of a previous study indicating that supervisors’ provision of work-related feedback increased job stress in workers . However, another study showed that supervisors’ provision of feedback in an appropriate environment reduced work-related stress in workers . Numerous studies have shown that the environment in which supervisors provided feedback exerted both positive and negative effects on employees’ job stress levels [17–20]. Moreover, supervisors’ feedback was shown to influence both positive factors, such as person-organization fit and organizational commitment, and negative factors, such as role stress or burnout ; in addition, feedback environments exerted either positive or negative effects according to the characteristics of the organization or individual workers . In previous studies, defensive or self-deceitful workers were more affected by bad feedback than good feedback . According to Steelman, “favorable feedback” is expressed as the frequency of receiving positive feedback such as compliments from the perspective of the employee receiving the feedback, and “unfavorable feedback” is the frequency of complaints from managers or colleagues And the frequency of negative feedback such as criticism . Both “favorable feedback” and “unfavorable feedback” are important in reducing the deviance of the worker in terms of the feedback environment .