“One Size Does Not Fit All”: Revisiting Team Feedback Theories From a Cultural Dimensions Perspective

Feedback is a critical component of teamwork regulation. Research underscores the importance of feedback processes for its effectiveness in teams and further notes how individual differences can affect these processes. Nonetheless, few have theorized on the cultural dimensions associated with feedback to specify how these can attenuate such processes. We contend that research can be advanced by specifying how cultural dimensions may shape individual perception and processing of feedback and team processing of feedback in homogeneous and heterogeneous teams with respect to cultural dimensions. To address this foundational question, we review and integrate the literature on feedback in teams and culture in teams by (a) incorporating the role of culture in team feedback models, (b) discussing how cultural dimensions could influence the perception and processing of feedback, and (c) highlighting important directions for future inquiries at the intersection of feedback and cultural theories. We discuss the links between cultural dimensions derived from the field of intercultural communication and feedback behaviors and processes and provide propositions concerning culturally informed differences in specific feedback responses at individual and team levels.

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The Role of Core Self-Evaluations in Predicting Performance Appraisal Reactions

Swiss Journal of Psychology ◽

10.1024/1421-0185/a000011 ◽

2010 ◽

Vol 69 (2) ◽

pp. 95-104 ◽

Cited By ~ 7

Author(s):

Barbara Kamer ◽

Hubert Annen

Keyword(s):

Individual Differences ◽

Performance Appraisal ◽

Goal Commitment ◽

Appraisal Process ◽

Predicting Performance ◽

Core Self ◽

The Relationship ◽

Feedback Responses

Although performance appraisal reactions have garnered substantial attention in recent years, research has rarely considered the role of individual differences regarding feedback responses. The findings from a sample of 250 military cadres revealed that higher core self-evaluations were positively associated with both higher satisfaction and goal commitment following the performance appraisal discussion. As expected, the opportunity to voice opinion during the appraisal discussion mediated a portion of the hypothesized relationship, suggesting that individuals with high core self-evaluations were more satisfied and motivated because they were more likely to experience having a voice during the appraisal process. Further, contrary to our hypothesis, the results revealed that core self-evaluations also moderated the relationship between voice and goal commitment in that individuals with low self-evaluations were more affected by their perceived voice than were people with high self-evaluations.

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Elaborating the role of reflection and individual differences in the study of folk-economic beliefs

Behavioral and Brain Sciences ◽

10.1017/s0140525x18000274 ◽

2018 ◽

Vol 41 ◽

Author(s):

Kevin Arceneaux

Keyword(s):

Decision Making ◽

Individual Differences ◽

Cognitive Processes ◽

Evolutionary History ◽

Behavioral Responses ◽

History Of ◽

Economic Beliefs

AbstractIntuitions guide decision-making, and looking to the evolutionary history of humans illuminates why some behavioral responses are more intuitive than others. Yet a place remains for cognitive processes to second-guess intuitive responses – that is, to be reflective – and individual differences abound in automatic, intuitive processing as well.

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Two Short Tests Fail to Detect Vigilance Decrements

European Journal of Psychological Assessment ◽

10.1027//1015-5759.17.1.48 ◽

2001 ◽

Vol 17 (1) ◽

pp. 48-55 ◽

Cited By ~ 6

Author(s):

Juan Botella ◽

María José Contreras ◽

Pei-Chun Shih ◽

Víctor Rubio

Keyword(s):

Individual Differences ◽

High Performance ◽

Selection Process ◽

Vigilance Task ◽

Air Traffic Controllers ◽

Job Selection ◽

Performance Deterioration ◽

Short Test ◽

Psychological Dimensions

Summary: Deterioration in performance associated with decreased ability to sustain attention may be found in long and tedious task sessions. The necessity for assessing a number of psychological dimensions in a single session often demands “short” tests capable of assessing individual differences in abilities such as vigilance and maintenance of high performance levels. In the present paper two tasks were selected as candidates for playing this role, the Abbreviated Vigilance Task (AVT) by Temple, Warm, Dember, LaGrange and Matthews (1996) and the Continuous Attention Test (CAT) by Tiplady (1992) . However, when applied to a sample of 829 candidates in a job-selection process for air-traffic controllers, neither of them showed discriminative capacity. In a second study, an extended version of the CAT was applied to a similar sample of 667 subjects, but also proved incapable of properly detecting individual differences. In short, at least in a selection context such as that studied here, neither of the tasks appeared appropriate for playing the role of a “short” test for discriminating individual differences in performance deterioration in sustained attention.

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Individual Differences in the Name Similarity Effect

Journal of Individual Differences ◽

10.1027/1614-0001/a000133 ◽

2014 ◽

Vol 35 (2) ◽

pp. 111-118

Author(s):

Daniel J. Howard ◽

Roger A. Kerin

Keyword(s):

Individual Differences ◽

Impression Management ◽

Interactive Effect ◽

Purchase Intentions ◽

Brand Attitude ◽

Self Monitoring ◽

Similarity Effect ◽

And Behavior ◽

Usage Context

The name similarity effect is the tendency to like people, places, and things with names similar to our own. Although many researchers have examined name similarity effects on preferences and behavior, no research to date has examined whether individual differences exist in susceptibility to those effects. This research reports the results of two experiments that examine the role of self-monitoring in moderating name similarity effects. In the first experiment, name similarity effects on brand attitude and purchase intentions were found to be stronger for respondents high, rather than low, in self-monitoring. In the second experiment, the interactive effect observed in the first study was found to be especially true in a public (vs. private) usage context. These findings are consistent with theoretical expectations of name similarity effects as an expression of egotism manifested in the image and impression management concerns of high self-monitors.

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The Role of Distress Disclosure Tendencies in the Experience and Expression of Laboratory-Induced Sadness

Journal of Individual Differences ◽

10.1027/1614-0001/a000222 ◽

2017 ◽

Vol 38 (1) ◽

pp. 55-62 ◽

Cited By ~ 1

Author(s):

Jeffrey H. Kahn ◽

Daniel W. Cox ◽

A. Myfanwy Bakker ◽

Julia I. O’Loughlin ◽

Agnieszka M. Kotlarczyk

Keyword(s):

Individual Differences ◽

Emotional Reactivity ◽

Subjective Experience ◽

Negative Emotion ◽

Theoretical Models ◽

Laboratory Research ◽

Emotion Words ◽

Distress Disclosure ◽

Computerized Text Analysis

Abstract. The benefits of talking with others about unpleasant emotions have been thoroughly investigated, but individual differences in distress disclosure tendencies have not been adequately integrated within theoretical models of emotion. The purpose of this laboratory research was to determine whether distress disclosure tendencies stem from differences in emotional reactivity or differences in emotion regulation. After completing measures of distress disclosure tendencies, social desirability, and positive and negative affect, 84 participants (74% women) were video recorded while viewing a sadness-inducing film clip. Participants completed post-film measures of affect and were then interviewed about their reactions to the film; these interviews were audio recorded for later coding and computerized text analysis. Distress disclosure tendencies were not predictive of the subjective experience of emotion, but they were positively related to facial expressions of sadness and happiness. Distress disclosure tendencies also predicted judges’ ratings of the verbal disclosure of emotion during the interview, but self-reported disclosure and use of positive and negative emotion words were not associated with distress disclosure tendencies. The authors present implications of this research for integrating individual differences in distress disclosure with models of emotion.

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