Coworker feedback seeking and feedback environment in China: An expectation states theory approach

2019 ◽  
Vol 47 (9) ◽  
pp. 1-10 ◽  
Author(s):  
Zhenxing Gong ◽  
Mengshuang Liu ◽  
Di Xin ◽  
Faheem Gul Gilal ◽  
Kui Yin ◽  
...  
Keyword(s):  
Design And Technology ◽  
Theory Approach ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Expectation States ◽  
Industrial Enterprises ◽  
Seeking Behavior ◽  
Expectation States Theory ◽  
The Impact ◽  
The Relationship

We empirically explored the impact of feedback seeking, including feedback inquiry and monitoring, on the coworker feedback environment via coworker identification. Participants were 264 employees who worked in research and development, design, and technology sectors of industrial enterprises in China. The results indicated that feedback monitoring, feedback inquiry, and coworker identification were all positively related to the coworker feedback environment after controlling for the effects of demographic variables. Further, coworker identification fully mediated the relationship between feedback inquiry/monitoring and the coworker feedback environment. Our findings expand understanding of the feedback loop by bridging the gap between coworker feedback seeking and the coworker feedback environment. We recommend that coworkers encourage employees' feedback-seeking behavior so that the workplace feedback environment motivates them to ask for the help they need to work independently.

The impact of future time orientation on employees’ feedback-seeking behavior from supervisors and co-workers: The mediating role of psychological ownership

2015 ◽  
Vol 21 (3) ◽  
pp. 336-349 ◽  
Author(s):  
Jing Qian ◽  
Xiaosong Lin ◽  
Zhuo R. Han ◽  
Bowen Tian ◽  
George Z. Chen ◽  
...  
Keyword(s):  
Positive Influence ◽  
Time Orientation ◽  
Psychological Ownership ◽  
Feedback Seeking ◽  
Future Time ◽  
Mediating Role ◽  
Future Time Orientation ◽  
Seeking Behavior ◽  
The Impact ◽  
The Relationship

AbstractFuture time orientation is essential if an employee is to be motivated to conduct activities that generate long-term rather than immediate gain, and which may involve risk. Given that feedback seeking requires the employee to slow down and seek input, it is surprising that little is known about the relationship between future time orientation and feedback seeking. Drawing upon psychological ownership theory and construal-level theory, we hypothesized a positive influence of future time orientation on feedback seeking from various sources (i.e., supervisors and co-workers). We also hypothesized job-based psychological ownership as a newly identified motive of feedback seeking and employed it to explain how future time orientation exerts influences. Tested with data from a sample of 228 subordinate–supervisor dyads from China, the results revealed that (1) future time orientation was positively related to feedback seeking from supervisors and co-workers and (2) job-based psychology ownership mediated the relationship between future time orientation and feedback seeking.

Proactive feedback seeking has a positive effect on career adaptability

2020 ◽  
Vol 48 (1) ◽  
pp. 1-12
Author(s):  
Zhenxing Gong ◽  
Zhiyuan Xu ◽  
Lyn Van Swol ◽  
Tiantian Zhang ◽  
Jifeng Xu
Keyword(s):  
Employee Performance ◽  
Career Adaptability ◽  
Full Time ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Feedback Monitoring ◽  
Person Organization Fit ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

We examined the impact of feedback seeking, including feedback inquiry and monitoring, on career adaptability via the mediator of supervisor feedback environment and the moderator of person–organization fit (P–O fit). Participants were 415 full-time employees in China, who completed the research measures in 3 waves each spaced 3 months apart. The results revealed that supervisor feedback environment mediated the relationship between feedback seeking and career adaptability, and that the effect of feedback inquiry and feedback monitoring on the supervisor feedback environment was moderated by P–O fit. The positive effect of feedback inquiry and feedback monitoring on career adaptability was significant only when P–O fit was poor (vs. good). Supervisors should encourage employees to seek feedback and organizations could also design training sessions to improve employee career adaptability, promote employee performance, and facilitate career development.

Under threat: emotional and behavioral responses to occupational identity threat

2021 ◽  
pp. 1-17
Author(s):  
Na Yang ◽  
Ruoyong Zhang
Keyword(s):  
Negative Emotion ◽  
Experimental Studies ◽  
Behavioral Responses ◽  
Self Esteem ◽  
Occupational Identity ◽  
Feedback Seeking ◽  
Identity Threat ◽  
Seeking Behavior ◽  
The Relationship ◽  
Practical Implications

Abstract Research on identity threat has predominantly focused on the consequences of threat to some ascribed or involuntary identities, while overlooking individuals' responses to occupational identity threat. Integrating identity theory with identity threat literature, we argue that encountering occupational identity threat promotes negative emotion and feedback-seeking behavior, and negative emotion further mediates the relationship between occupational identity threat and feedback-seeking behavior. Moreover, individuals' performance self-esteem strengthens both the direct effect of occupational identity threat on negative emotion, and the indirect effect of occupational identity threat on feedback-seeking behavior through negative emotion. The results from two experimental studies and one field study provide support for these predictions. We discuss the theoretical and practical implications of our findings.

The Impact of Goals and Pay on Feedback-Seeking Behavior

2014 ◽  
Vol 64 (2) ◽  
pp. 217-232 ◽  
Author(s):  
Julie M. Slowiak ◽  
Ashley Nuetzman
Keyword(s):  
Feedback Seeking ◽  
Seeking Behavior ◽  
The Impact

Relational Sequelae of Fetal Death During the First Pregnancy: A Qualitative Study on the Subjective Perceptions of the Relationship Between Mothers and Their Adult Subsequent Firstborn Children

2020 ◽  
pp. 003022282095089
Author(s):  
Caterina Saccardo ◽  
Vincenzo Calvo
Keyword(s):  
Fetal Death ◽  
Perinatal Loss ◽  
Theory Approach ◽  
Self Perception ◽  
Prolonged Grief ◽  
Subjective Perceptions ◽  
Child Relationship ◽  
Mother Child Relationship ◽  
The Impact ◽  
The Relationship

Perinatal loss may deeply affect the attachment relationships of mothers and their next-born children. The aim was to explore the subjective perceptions of mothers, who had fetal death during the first pregnancy, and their adult subsequent firstborn children regarding the impact of the perinatal loss on the mother-child relationship and children’s self-perception. Fifteen mothers who experienced a fetal death during the first pregnancy and their adult subsequent firstborn children were interviewed. A Grounded Theory approach was used. Five main themes were identified: fetal death as a real loss producing prolonged grief; the importance of the communication about the dead sibling; creating and maintaining a relationship with the lost sibling; the mother-subsequent child relationship: between detachment and overprotection; significant effects of fetal death on adult subsequent children’s self-perception. Results highlighted a deep impact of fetal death on the subsequent mother-child relationship, as perceived by both mothers and adult children.

Effects of feedback motives on inquiry and performance

2015 ◽  
Vol 30 (2) ◽  
pp. 199-215 ◽  
Author(s):  
Jason Dahling ◽  
Alison L O'Malley ◽  
Samantha L Chau
Keyword(s):  
Image Enhancement ◽  
Task Performance ◽  
Public Image ◽  
Performance Ratings ◽  
Future Research ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Content Type ◽  
Seeking Behavior ◽  
And Performance

Purpose – The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance. Design/methodology/approach – Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis. Findings – Results show that perceptions of a supportive supervisory feedback environment are associated with both higher instrumental and image enhancement motives. The instrumental motive fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings. Practical implications – These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management. Originality/value – This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

Is More Feedback Seeking Always Better? Leader-Member Exchange Moderates the Relationship Between Feedback-Seeking Behavior and Performance

2015 ◽  
Vol 43 (7) ◽  
pp. 2195-2217 ◽  
Author(s):  
Long Wai Lam ◽  
Kelly Z. Peng ◽  
Chi-Sum Wong ◽  
Dora C. Lau
Keyword(s):  
Performance Standards ◽  
Future Research ◽  
Leader Member Exchange ◽  
Proactive Behavior ◽  
Feedback Seeking ◽  
Multilevel Research ◽  
Member Exchange ◽  
Seeking Behavior ◽  
And Performance ◽  
The Relationship

Feedback is information made available to employees in their work environment, whereas feedback-seeking behaviors (FSBs) help employees to evaluate proactively whether their work has met performance standards and their behavior is considered appropriate. Prior studies have provided a perspective on how the feedback-seeking contexts affect the emergence and development of FSBs. In this study, we extend that perspective by investigating when FSBs affect job performance so that we can understand whether more feedback seeking is always better. Adopting the relational view of leadership, we hypothesize that the FSB-performance relationship should be stronger for employees with low leader-member exchange (LMX) and in groups with low aggregate LMX and low LMX differentiation. Using a multilevel research design and a sample of 379 teachers in 25 groups, we find support for most of our hypotheses. We discuss the implications of the study for the FSB and the proactive behavior literature and suggest avenues for future research.

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