Explicating the Links Between the Feedback Environment, Feedback Seeking, and Job Performance

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ISBN 13 :
Total Pages : 163 pages
Book Rating : 4.:/5 (226 download)

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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.

Job Feedback

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Publisher : Psychology Press
ISBN 13 : 113562609X
Total Pages : 304 pages
Book Rating : 4.1/5 (356 download)

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Book Synopsis Job Feedback by : Manuel London

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.

The Power of Feedback

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Publisher : Routledge
ISBN 13 : 1317802829
Total Pages : 226 pages
Book Rating : 4.3/5 (178 download)

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Book Synopsis The Power of Feedback by : Manuel London

Download or read book The Power of Feedback written by Manuel London and published by Routledge. This book was released on 2014-06-27 with total page 226 pages. Available in PDF, EPUB and Kindle. Book excerpt: This follow up to the 2003 edition of Job Feedback by Manuel London is updated to cover new research in the area of organizational management. This edition bridges a gap in research that now covers cultural responses to employer feedback, feedback through electronic communications, and how technology has changed the way teams work in organizations. The Power of Feedback includes examples of feedback from friends, family, colleagues, and volunteers in non-profit organizations. In this new book, both employers and employees will learn to view feedback as a positive tool for improving performance, motivation, and interpersonal relationships. Managers, human resource professionals, and students who will one day oversee teams will benefit from the research and advice found in The Power of Feedback.

Unlocking the Power of Teacher Feedback

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Publisher : Taylor & Francis
ISBN 13 : 1003858880
Total Pages : 173 pages
Book Rating : 4.0/5 (38 download)

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Book Synopsis Unlocking the Power of Teacher Feedback by : Lan Yang

Download or read book Unlocking the Power of Teacher Feedback written by Lan Yang and published by Taylor & Francis. This book was released on 2024-02-15 with total page 173 pages. Available in PDF, EPUB and Kindle. Book excerpt: This volume addresses the pivotal role of feedback in enhancing students' motivation and learning. Through a series of innovative studies, it uncovers the intricacies of how students perceive and utilize feedback, offering practical strategies for educators while bridging the gap between feedback research and classroom practice. The book showcases six outstanding studies that offer unique insights into how teacher feedback influences student learning and achievement, all from the perspectives of students. Chapters delve into various meaningful explorations of the paramount role of feedback in education, offering readers profound insights into its pivotal significance, the nuanced ways students respond to it, and the intricate mechanisms governing its influence on student achievement and engagement. The volume uncovers key mediators such as growth-oriented goals, feedback beliefs, and school identification, shedding light on how these factors shape the impact of feedback. It also introduces practical strategies, like rebuttal writing, and emphasizes the need for personalized feedback aligned with students' cognitive styles. Additionally, the book provides a comprehensive comparison across grades and feedback comments, all while serving as a practical guide for educators, researchers, and policymakers, thereby facilitating the implementation of evidence-based feedback practices grounded in students' voices and perspectives, ultimately enriching their learning. This book will be a key resource for researchers and academics in educational psychology, student learning, and assessment, while also appealing to educators, teachers, school administrators and policymakers seeking to enhance their understanding of feedback's role in education and to improve their feedback practices. It was originally published in Educational Psychology.

Examining the Relationship Between Feedback-seeking and Performance

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Publisher :
ISBN 13 :
Total Pages : 242 pages
Book Rating : 4.:/5 (92 download)

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Book Synopsis Examining the Relationship Between Feedback-seeking and Performance by : Mary Margaret Sudduth

Download or read book Examining the Relationship Between Feedback-seeking and Performance written by Mary Margaret Sudduth and published by . This book was released on 2014 with total page 242 pages. Available in PDF, EPUB and Kindle. Book excerpt: Over the years, theories (e.g., Social Cognitive Theory, Self-Determination Theory) have held that seeking feedback in the workplace can function as a form of self-directed learning for performance improvement. In a recent meta-analysis of the research to date, Anseel, Beatty, Shen, Lievens, & Sackett (in press) reported that the relationship between feedback seeking and performance is very small. This finding provides reason to consider some of the more nuanced underlying motivational processes that may occur between these constructs. Multiple-goal expectancy considers individuals' beliefs about the potential for accomplishing multiple concurrent goals. This concept has increasing relevance in a workplace where multitasking is becoming the norm. Dual-goal or multiple-goal expectancy predicts performance in the laboratory but there have been no published studies examining this relationship in real work settings (Schmidt & Dolis, 2009). The current study examined multiple-goal expectancy as a mediator of the feedback seeking - performance relationship. However, this relationship is not straight forward and may depend on moderators (e.g., feedback orientation, polychronicity, and core self-evaluations). In order to examine these processes, one goal of this study was to develop and validate a measure of multiple-goal expectancy. Social Cognitive Theory and Resource Allocation Theory were used to explain the complex relationship between feedback seeking behavior and multiple-goal expectancy, along with the discussion of moderators. Finally, in light of Anseel et al.'s (in press) findings, multiple-goal expectancy was hypothesized as a mediator between FSB and performance. The results of this study provide evidence for construct and criterion-related validity for the new MGE measure. The data did not support MGE as a mediator between FSB and performance; however, there was a negative direct effect of FSB on performance. Finally, within the supervisor-subordinate dyad data, there were neither moderators nor a relationship between FSB and MGE; however, in the larger subordinate-only data, FBO moderated the relationship between FSB and DGE such that FBO reduced the negative relationship between FSB and MGE. The results of this study are useful for research as well as practice. The new MGE measure contributes validity evidence to an underdeveloped construct as well as a new scale that may be considered for practical use. Additionally, the interplay of FSB and FBO has motivational implications such that individuals who adopt a favorable FBO may maintain higher expectancies after seeking feedback than those who have a lower FBO.

Regulatory Focus and Evaluative Feedback

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Publisher :
ISBN 13 :
Total Pages : 366 pages
Book Rating : 4.3/5 (129 download)

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Book Synopsis Regulatory Focus and Evaluative Feedback by : Heather W. Dobbins

Download or read book Regulatory Focus and Evaluative Feedback written by Heather W. Dobbins and published by . This book was released on 2002 with total page 366 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Me Versus Them

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Publisher :
ISBN 13 :
Total Pages : 0 pages
Book Rating : 4.:/5 (136 download)

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Book Synopsis Me Versus Them by : Ariel Roberts

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.

Motivational Differences in Feedback-seeking Intentions

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Publisher :
ISBN 13 : 9780494433102
Total Pages : 134 pages
Book Rating : 4.4/5 (331 download)

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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.

Feedback at Work

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Publisher : Springer Nature
ISBN 13 : 3030309150
Total Pages : 291 pages
Book Rating : 4.0/5 (33 download)

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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.

Feedback Fundamentals and Evidence-Based Best Practices

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Publisher : Routledge
ISBN 13 : 1000178188
Total Pages : 154 pages
Book Rating : 4.0/5 (1 download)

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Book Synopsis Feedback Fundamentals and Evidence-Based Best Practices by : Brodie Gregory Riordan

Download or read book Feedback Fundamentals and Evidence-Based Best Practices written by Brodie Gregory Riordan and published by Routledge. This book was released on 2020-09-22 with total page 154 pages. Available in PDF, EPUB and Kindle. Book excerpt: Feedback is an incredibly valuable source of information – it enables us to be more self-aware and understand what we are doing well, and it tells us what we could be doing differently, more of, or less of to improve our performance and achieve our goals. Feedback Fundamentals and Evidence-Based Best Practices: Give It, Ask for It, Use It provides an essential overview of feedback fundamentals, what gets in the way of effective feedback exchanges, and the impact of technology on feedback interactions. The value of feedback is often unrealized because people dread giving it, dread receiving it, and may not know what to do with it once they get it. Feedback Fundamentals and Evidence-Based Best Practices balances research, testimonials, and practical tools to provide readers with a thorough understanding of feedback exchanges. Critical findings from decades of research in psychology, business, and other disciplines are distilled into tools and strategies that readers can easily adopt in their own lives, regardless of who they are or what they do. Throughout the book are a wealth of examples from a variety of people and situations, both within and outside traditional work contexts. Feedback Fundamentals and Evidence-Based Best Practices: Give It, Ask for It, Use It is a crucial resource for professionals, leaders, and anyone of any industry or stage in life looking to give better feedback, proactively ask for feedback, gracefully receive feedback, and put that feedback to use.

Examining the Relationship Between Superior to Subordinate Feedback and Job Performance

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Publisher :
ISBN 13 :
Total Pages : 124 pages
Book Rating : 4.:/5 (43 download)

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Book Synopsis Examining the Relationship Between Superior to Subordinate Feedback and Job Performance by : Daniel J. Ryan

Download or read book Examining the Relationship Between Superior to Subordinate Feedback and Job Performance written by Daniel J. Ryan and published by . This book was released on 1999 with total page 124 pages. Available in PDF, EPUB and Kindle. Book excerpt:

The Effects of Performance, Individual Differences, and Arousal on Feedback-Seeking Behavior in a Novel Computer Based Task

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Publisher :
ISBN 13 :
Total Pages : 91 pages
Book Rating : 4.:/5 (227 download)

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Book Synopsis The Effects of Performance, Individual Differences, and Arousal on Feedback-Seeking Behavior in a Novel Computer Based Task by :

Download or read book The Effects of Performance, Individual Differences, and Arousal on Feedback-Seeking Behavior in a Novel Computer Based Task written by and published by . This book was released on 1996 with total page 91 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report focuses on how situational characteristics affect feedback seeking. It also examines how individual differences in feedback propensities affect feedback seeking. Proposed antecedents of feedback eliciting (overt feedback seeking) were examined utilizing a computer-based technique that permitted objective measurement of the behavior. A 2 X 2 research design was used, with two levels of social presence (an observer present or absent) and two different task rationales (evaluating the task, evaluating the participant). Feedback eliciting was operationalized in two complementary ways-as the number of times the participant elicited feedback, and as the number of seconds he or she spent examining feedback information. Two types of feedback were examined: (1) outcome feedback, or information about level of performance, and (2) process feedback, or information about how to improve performance. Separate hypotheses were formulated for each. In addition, to social presence and task rationale, the following variables were hypothesized to affect feedback eliciting: performance, arousal (measured as state anxiety), external feedback propensity, task-specific internal feedback ability, task familiarity, internal feedback propensity, self-esteem, locus of control, tolerance for ambiguity, and need for achievement.

The Feedback Environment, It's Just that Simple

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Publisher :
ISBN 13 :
Total Pages : 198 pages
Book Rating : 4.:/5 (831 download)

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Book Synopsis The Feedback Environment, It's Just that Simple by : James Richard Gallo

Download or read book The Feedback Environment, It's Just that Simple written by James Richard Gallo and published by . This book was released on 2012 with total page 198 pages. Available in PDF, EPUB and Kindle. Book excerpt:

A Self-Motives Perspective on Feedback-Seeking Behavior

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Publisher :
ISBN 13 :
Total Pages : 0 pages
Book Rating : 4.:/5 (137 download)

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Book Synopsis A Self-Motives Perspective on Feedback-Seeking Behavior by : Frederik Anseel

Download or read book A Self-Motives Perspective on Feedback-Seeking Behavior written by Frederik Anseel and published by . This book was released on 2008 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Both the feedback-seeking literature in management and the self-motives domain in social psychology have focused on how motives affect the way in which people acquire information for self-evaluation purposes. Despite apparent conceptual similarities, the implications of research in these domains have not been fully integrated. This paper aims to link research on feedback-seeking behavior to recent theoretical developments in social psychology. First, the current perspective in management on feedback-seeking motives is depicted. Second, a well-established framework of self-motives in social psychology is introduced. Third, similarities and differences between these two motivational perspectives are discussed and a first step towards integration is proposed. Fourth, it is demonstrated how a self-motives perspective might guide future research on six key issues. Self-motives might be useful in identifying new antecedents of feedback-seeking behavior, resolving inconsistencies in the feedback-seeking literature, understanding the interplay among feedback-seeking motives, integrating feedback-seeking and feedback reactions research, examining attitudinal outcomes of feedback-seeking motives, and enhancing the feed-back performance relationship.

Capturing the Role of Feedback

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Publisher :
ISBN 13 :
Total Pages : 446 pages
Book Rating : 4.3/5 (129 download)

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Book Synopsis Capturing the Role of Feedback by : Jaclyn Marie Nowakowski

Download or read book Capturing the Role of Feedback written by Jaclyn Marie Nowakowski and published by . This book was released on 2004 with total page 446 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Cultural Differences in the Relationship Between Feedback-Seeking Motives and Feedback-Seeking Behaviors

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Publisher :
ISBN 13 :
Total Pages : 195 pages
Book Rating : 4.:/5 (919 download)

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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.

A Goal Orientation Model of Feedback Seeking Behavior

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Publisher :
ISBN 13 :
Total Pages : 564 pages
Book Rating : 4.:/5 (319 download)

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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: