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Cultural Differences In The Relationship Between Feedback Seeking Motives And Feedback Seeking Behaviors
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Book Synopsis Cultural Differences in the Relationship Between Feedback-Seeking Motives and Feedback-Seeking Behaviors by : Grace Leung Lee
Download or read book Cultural Differences in the Relationship Between Feedback-Seeking Motives and Feedback-Seeking Behaviors written by Grace Leung Lee and published by . This book was released on 2013 with total page 195 pages. Available in PDF, EPUB and Kindle. Book excerpt: Feedback is an important resource for employees in the workplace, facilitating improvement and other positive outcomes for employees and in organizations. However, because feedback does not always come easily, researchers acknowledge the importance for employees to take the initiative to seek feedback. Despite growing interest in this area, the majority of feedback research has taken place in an American context. As such, the primary purpose of this study was to examine the feedback-seeking process from a cross-cultural perspective, focusing on individual-level culture as a moderator of the relationships between individual motivational factors and feedback-seeking behaviors, playing particular attention to the evaluation of costs and values as an explanatory mechanism of these relationships. The current study investigated how culture and motives independently and interactively predict feedback-seeking behaviors through cost and value perceptions. Data were collected via self-report online surveys from a sample of employees (N=375) from a large, global organization. Overall, the results demonstrate that motives for feedback seeking influenced feedback-seeking behaviors through cost and value perceptions of feedback seeking, particularly for relationships driven by instrumental motive and image-based motives. For instance, expectancy value mediated the relationship between instrumental motive and feedback-seeking behaviors (including increased feedback seeking from superv'isors, direct feedback seeking, and seeking negative feedback). Most interestingly, individual-level perceptions of culture along the individualism-collectivism dimension were also found to moderate relationships between feedback-seeking motives and cost and value perceptions, as well as relationships between cost and value perceptions and feedback seeking behaviors. For instance, individualism-collectivism moderated the relationship between self-presentation cost and direct inquiry of feedback such that both individualists and collectivists used direct inquiry when self-presentation cost was low, but when self-presentation cost was high, only individualists continued to use direct inquiry strategies for feedback seeking. Ultimately, the current study helps to integrate cross-cultural theory and organizational behavior to better understand how culture influences management practices in today's global organizations. Contributions, limitations, and future research ideas are discussed.
Book Synopsis Motivational Differences in Feedback-seeking Intentions by : Heather Anne MacDonald
Download or read book Motivational Differences in Feedback-seeking Intentions written by Heather Anne MacDonald and published by . This book was released on 2008 with total page 134 pages. Available in PDF, EPUB and Kindle. Book excerpt: Two studies examined cultural differences in the propensity to seek performance feedback using an experimental policy-capturing design. Findings demonstrated differences between European-Canadians and Chinese participants in the importance of contextual and individual variables in predicting feedback-seeking intentions. In particular, European-Canadians were more motivated than Chinese participants to seek individual feedback when it was positive versus negative (feedback valence). Further, the ego-based motive (ego-defensiveness) predicted the relationship between feedback valence and feedback-seeking intentions for European-Canadians, whereas the motive did not predict the relationship for Chinese participants. Results indicated that both European-Canadians and Chinese participants were less likely to seek feedback when feedback seeking occurred in public versus private. This finding was qualified by a significant interaction between culture and the image-based motive (defensive impression management) in predicting the relationship between publicness of feedback seeking and feedback-seeking intentions. Specifically, the image-based motive predicted the relationship between the publicness of feedback seeking and feedback-seeking intentions for Chinese participants but did not predict this relationship for European-Canadians. Findings also revealed cultural differences in the propensity to seek feedback from different sources. European-Canadians were significantly more likely than Chinese participants to seek feedback when it came from a supervisor versus a peer. Contrary to prediction, the relationship between the mean beta weight for the Source cue was not predicted by the instrumental motive for European-Canadians. In support of prediction, power distance predicted the relationship between feedback source and feedback-seeking intentions for Chinese participants. Overall, the two studies provide evidence for differences in the motivation to seek feedback between East Asian and Western individuals. Study limitations and future research directions are discussed, as well as practical and theoretical implications of the current findings.
Book Synopsis Is 'How'm I Doin'?' a Universal Question? by : Rana Gaby Moukarzel
Download or read book Is 'How'm I Doin'?' a Universal Question? written by Rana Gaby Moukarzel and published by . This book was released on 2014 with total page 612 pages. Available in PDF, EPUB and Kindle. Book excerpt: The feedback literature is based on the premise that given a favorable context and a drive to reduce uncertainties, all individuals should seek self-relevant performance information. However, this framework has only been empirically examined using Western samples and has failed to consider the influence of the broader context, with the exclusion of Sully de Luque and Sommer's (2000) cultural framework. The purpose of this project was to integrate extant culture theory into the feedback seeking literature for a more comprehensive framework, and a more global understanding of cultural contingencies surrounding the feedback seeking process. Findings revealed the universality of feedback seeking. Cross-cultural differences in the frequency of feedback seeking were a factor of the feedback environment facilitated by the supervisor as well as personal feedback seeking motives, made salient by specific features of the sociocultural context (e.g., Tightness-Looseness, Need for Harmony, and Relation to Broad Environment). The contributions of this research to theory, the practical implications of such findings, and ideas for future research were discussed.
Download or read book Job Feedback written by Manuel London and published by Psychology Press. This book was released on 2003-09-12 with total page 304 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book discusses how people evaluate themselves, relate to others who give them feedback, and process information about others. It examines how feedback is given and received in teams and cross-cultural organizations, and explores the impact that feedback has on changing technologies.
Book Synopsis Feedback at Work by : Lisa A. Steelman
Download or read book Feedback at Work written by Lisa A. Steelman and published by Springer Nature. This book was released on 2019-11-21 with total page 291 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book delivers an evidence-based summary of best practices in providing and utilizing feedback in organizational settings. Bringing together a range of renowned experts, the chapters in this book discuss the current state of feedback theory and research, as well as practical recommendations for using the evidence to improve feedback processes in organizations. This book is intended for scholars and managers, but anyone on the giving or receiving end of feedback will benefit from a better understanding of the process. The chapters in this volume take the reader deep into the current literature, set a research agenda for the future, and provide key take-aways to enhance intentionality in the feedback process.
Book Synopsis Proactivity at Work by : Sharon K. Parker
Download or read book Proactivity at Work written by Sharon K. Parker and published by Taylor & Francis. This book was released on 2016-12 with total page 615 pages. Available in PDF, EPUB and Kindle. Book excerpt: By providing insight on key advances and future directions for proactivity theory, research, and practice, this book synthesizes what we know and identifies what we still need to learn about 'making things happen' at work.
Book Synopsis The Influence of Culture on Human Resource Management Processes and Practices by : Dianna L. Stone
Download or read book The Influence of Culture on Human Resource Management Processes and Practices written by Dianna L. Stone and published by Psychology Press. This book was released on 2008 with total page 360 pages. Available in PDF, EPUB and Kindle. Book excerpt: It is clear that organizations are becoming more culturally diverse, and a better understanding of multiculturism and its impact on organizations is needed. This book, with contributions from expert academics, is designed to motivate both the further development of models concerned with the influence of cultural diversity on several Human Resource Management processes and practices and the design and conduct of empirical research on the same topic. It primarily focuses on processes and practices that occur at three general phases; the pre-hire phase, the selection phase, and the post-hire phase. An improved understanding of the roles that culture plays in such processes and practices should contribute to both the efficiency and effectiveness of organizations and the performance and well-being of their members. This edited book is appropriate for undergraduate and graduate students in industrial and organizational psychology, human resource management, sociology of work, and cultural diversity within organizations. It can provide a central resource in classes on organizational psychology, strategic human resource management, and global issues in human resource management. Professionals and practitioners who increasingly interact with organizational issues at the global level will find this book essential to their work.
Book Synopsis Impression Consequences of Seeking Job Performance Feedback by : Karen Renae Milner
Download or read book Impression Consequences of Seeking Job Performance Feedback written by Karen Renae Milner and published by . This book was released on 2000 with total page 452 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Personnel Selection and Assessment by : Heinz Schuler
Download or read book Personnel Selection and Assessment written by Heinz Schuler and published by Psychology Press. This book was released on 2013-03-07 with total page 377 pages. Available in PDF, EPUB and Kindle. Book excerpt: The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
Book Synopsis Explicating the Links Between the Feedback Environment, Feedback Seeking, and Job Performance by : Brian G. Whitaker
Download or read book Explicating the Links Between the Feedback Environment, Feedback Seeking, and Job Performance written by Brian G. Whitaker and published by . This book was released on 2007 with total page 163 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Contemporary feedback researchers have adopted theoretical perspectives in which broad personal characteristics interact with the work environment to influence a more narrow, domain-specific trait (i.e., feedback orientation), which in turn, is thought to affect the extent to which individuals engage in the feedback process and feedback seeking. However, to date empirical studies have not examined whether individual difference variables moderate the effects of the feedback environment. In the present study, the organization's feedback environment was thought to interact with trait goal orientation to influence feedback orientation, in turn influencing the extent to which one engages in feedback seeking behavior. In addition, the current study assessed the mediating influence of role clarity on the feedback seeking/job performance link and the moderating effects of social skill on the feedback seeking/role clarity relationship. While the primary focus of this study was on the model linking the feedback environment to feedback seeking to impact job performance, this study had a secondary purpose; to more closely investigate the link between the multidimensional constructs of the feedback environment and feedback orientation. With the exception of the direct link between feedback seeking and job performance, the results support the proposed model. Perceptions of a supportive feedback environment influence employee feedback orientation, which in turn, positively influence feedback seeking behavior. Furthermore, while feedback seeking directly influenced job performance, role clarity partially mediated this relationship. Moderator analyses indicated that learning goal orientation and performance-avoid goal orientation moderated the feedback environment/feedback orientation link. Results of the facet-level analyses demonstrated that supervisor feedback quality accounted for more variance in utility, accountability, and social awareness than any other feedback environment subdimension, whereas coworker feedback quality accounted for more variance in utility and social awareness."--Abstract.
Book Synopsis Efficacy, Agency, and Self-Esteem by : Michael H. Kernis
Download or read book Efficacy, Agency, and Self-Esteem written by Michael H. Kernis and published by Springer Science & Business Media. This book was released on 2013-06-29 with total page 264 pages. Available in PDF, EPUB and Kindle. Book excerpt: Challenging current notions in self-esteem literature, this volume offers new insights into efficacy, agency, and self-esteem as well as the influence of these constructs on psychological well-being. The contributions by prominent researchers contain substantial new theoretical and empirical research that focuses on a wide range of personality and motivational phenomena.
Download or read book Me Versus Them written by Ariel Roberts and published by . This book was released on 2020 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Research and practitioners have a common interest in the benefits feedback can provide to individuals and employees. Feedback is an important tool that allows individuals to achieve a task, gain more clarity around expectations, and understand their own behavior. Individuals actively engage in feedback seeking to reap such benefits. However, feedback seeking is typically measured in the extant literature as frequency alone, as opposed to using multiple feedback seeking episodes. Additionally, much of the extant literature does not consider the multiple qualitative forms feedback can take. In a recent paper by Gong et al. (2017), a new typology of feedback seeking was developed. This typology includes four different qualitative forms of feedback: self-positive, self-negative, other-positive, and other-negative. Self-positive and self-negative feedback are about the individual receiving feedback, whereas other-positive and other-negative feedback is still given to the recipient but is about others or peers of the recipient performing similar tasks. Gong and colleagues created a scale to measure one's feedback seeking. However, it is a self-report scale about typical behaviors. Thus, the present study determined it is more of a measure of feedback-seeking tendencies. This typology was explored in the context of multiple feedback-seeking episodes and feedback reactions. The present studies examined Gong et al.'s (2017) typology in two different samples. Study 1 consisted of 207 participants from Amazon's Mechanical Turk and Study 2 consisted of 198 participants from a Midwestern University. Results indicated that self-reported feedback-seeking tendencies do not translate into actual feedback-seeking behavior. Additionally, individuals react significantly more favorably to self-positive feedback than all other types of feedback. But, when it came time to actually seek one of the four types of feedback, the majority of individuals in Study 2 sought self-negative feedback. Results also indicated that there is a significant indirect effect of feedback received on feedback seeking through feedback reactions. Feedback Orientation and Empathy were also explored as individual differences and both add incremental variance in predicting feedback reactions. Ultimately, results suggest that while individuals may favor positive information about themselves, they still seek feedback that is corrective in nature and often different than their self-reported feedback-seeking tendencies.
Book Synopsis Cross-cultural Research Methods by : Richard W. Brislin
Download or read book Cross-cultural Research Methods written by Richard W. Brislin and published by John Wiley & Sons. This book was released on 1973 with total page 376 pages. Available in PDF, EPUB and Kindle. Book excerpt: Theoretical and methodological issues in cross cultural research in psychology.
Book Synopsis Responsive Teaching by : Harry Fletcher-Wood
Download or read book Responsive Teaching written by Harry Fletcher-Wood and published by Routledge. This book was released on 2018-05-30 with total page 211 pages. Available in PDF, EPUB and Kindle. Book excerpt: This essential guide helps teachers refine their approach to fundamental challenges in the classroom. Based on research from cognitive science and formative assessment, it ensures teachers can offer all students the support and challenge they need – and can do so sustainably. Written by an experienced teacher and teacher educator, the book balances evidence-informed principles and practical suggestions. It contains: A detailed exploration of six core problems that all teachers face in planning lessons, assessing learning and responding to students Effective practical strategies to address each of these problems across a range of subjects Useful examples of each strategy in practice and accounts from teachers already using these approaches Checklists to apply each principle successfully and advice tailored to teachers with specific responsibilities. This innovative book is a valuable resource for new and experienced teachers alike who wish to become more responsive teachers. It offers the evidence, practical strategies and supportive advice needed to make sustainable, worthwhile changes.
Book Synopsis The SAGE Encyclopedia of Industrial and Organizational Psychology by : Steven G. Rogelberg
Download or read book The SAGE Encyclopedia of Industrial and Organizational Psychology written by Steven G. Rogelberg and published by SAGE Publications. This book was released on 2016-09-27 with total page 1923 pages. Available in PDF, EPUB and Kindle. Book excerpt: The well-received first edition of the Encyclopedia of Industrial and Organizational Psychology (2007, 2 vols) established itself in the academic library market as a landmark reference that presents a thorough overview of this cross-disciplinary field for students, researchers, and professionals in the areas of psychology, business, management, and human resources. Nearly ten years later, SAGE presents a thorough revision that both updates current entries and expands the overall coverage, adding approximately 200 new articles, expanding from two volumes to four. Examining key themes and topics from within this dynamic and expanding field of psychology, this work offers a truly cross-cultural and global perspective.
Book Synopsis A Goal Orientation Model of Feedback Seeking Behavior by : Donald Michael VandeWalle
Download or read book A Goal Orientation Model of Feedback Seeking Behavior written by Donald Michael VandeWalle and published by . This book was released on 1995 with total page 564 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Thanks for the Feedback by : Douglas Stone
Download or read book Thanks for the Feedback written by Douglas Stone and published by Penguin. This book was released on 2015-03-31 with total page 370 pages. Available in PDF, EPUB and Kindle. Book excerpt: The coauthors of the New York Times–bestselling Difficult Conversations take on the toughest topic of all: how we see ourselves Douglas Stone and Sheila Heen have spent the past fifteen years working with corporations, nonprofits, governments, and families to determine what helps us learn and what gets in our way. In Thanks for the Feedback, they explain why receiving feedback is so crucial yet so challenging, offering a simple framework and powerful tools to help us take on life’s blizzard of offhand comments, annual evaluations, and unsolicited input with curiosity and grace. They blend the latest insights from neuroscience and psychology with practical, hard-headed advice. Thanks for the Feedback is destined to become a classic in the fields of leadership, organizational behavior, and education.
