Feedback-seeking Behavior Research Articles

Resident Peer-to-Peer Observation and Feedback in the Primary Care Setting

This article was migrated. The article was not marked as recommended. Introduction: We performed a pilot study to improve self-efficacy with giving and receiving feedback among primary care Internal Medicine residents in the ambulatory setting. Methods: We trained Internal Medicine residents to give and receive feedback, scheduled observation sessions, and protected time for feedback and reflection on the process. This pilot took place over four month-long ambulatory blocks over a two-year period at the University of Washington's primary care continuity clinic sites. Twenty-eight residents participated each year. We developed a survey question to measure self-efficacy with feedback and compared means using the Wilcoxin Signed-Rank test. We also collected qualitative data that was analyzed using Grounded Theory. Results: The residents demonstrated a statistically significant and meaningful increase in their self-efficacy with giving feedback to peers. Conclusion: Peer-to-peer feedback is a low-cost, high-yield way to increase feedback and feedback-seeking behavior without undermining resident autonomy. This educational intervention could be easily translated across clinical settings and specialties. Based on the initial success of the program, the University of Washington internal medicine residency program will provide expanded opportunities for structured, longitudinal peer observation and feedback.

Linking Psychological Capital and Feedback-seeking Behavior: Feedback Cognition as a Mediator

Although previous researchers have examined the effects of the 4 positive psychological resources of psychological capital (PsyCap) on feedback-seeking behavior, and the influence of PsyCap on proactive behavior, the relationship between PsyCap and feedback-seeking behavior and its underlying mechanism has not been established. Thus, we explored whether or not the link between PsyCap and feedback-seeking behavior was mediated by feedback cognition, by conducting a 3-wave survey with 215 students from 4 universities in southern China. Confirmatory factor analysis and structural equation modeling were applied to examine our hypotheses. Results showed that PsyCap significantly influenced feedbackseeking behavior, and that feedback cognition fully mediated this relationship. Theoretical and practical implications are discussed.

Feedback-Seeking Behavior and Knowledge Sharing at Work

Using 263 data from R&D employees in 29 Taiwanese manufacturing organizations, this study examined how employees use one proactive behavior, feedback seeking, as a strategy to determine their willingness of knowledge sharing. As hypothesized, employees’ personal traits toward learning or performance goal orientation, value perception toward feedback-seeking and seeking frequency have a positive effect on their willingness of knowledge sharing, whereas their cost perception toward feedback seeking has a negative effect. These results shed light on the importance of employees’ self-regulatory behaviors in the knowledge sharing process and show that feedback seeking is not only a strategy for facilitating individual adaptation, but also an individual resource for helping individuals to achieve learning and performance outcomes.

Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure.

This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure.

Meso level multi-disciplinary approach for reduction of pre-treatment loss to follow-up in Revised National Tuberculosis Control Program, Delhi, India

BackgroundUniversal access to tuberculosis (TB) care services emphasizes early detection and initiation of treatment for all pulmonary TB patients. Pre-treatment loss to follow-up patients needs to be actively tracked and treated to break the chain of transmission in the community. Objectives1)To examine the various reasons for pre-treatment loss to follow-up among new sputum positive cases diagnosed under the Revised National TB Control Program in Delhi.2)To propose an intervention model to reduce pre-treatment loss to follow-up based on provider's feedback and health seeking behavior of patients. Materials and methodsA questionnaire based cross sectional study of a sample of 340 patients who were pre-treatment loss to follow-up was conducted from November 2011 to March 2012 in Delhi. Qualitative study involved focused group discussions with paramedical providers using a topic outline guide, patients were interviewed using semi-structured questionnaire and brainstorming of program managers to elicit reasons, suggestions and health seeking behavior among those who were pre-treatment loss to follow-up. ResultsPreference for private practitioners (64.4%), lack of trust in government health system (26.7%), inconvenient time of Directly Observed Treatment (DOT) centre (18.5%) and wrong patient address (14%) were the main reasons for pre-treatment loss to follow-up. Paramedical provider's opinion elicited in focused group discussion was that there is an increased tendency of pre-treatment loss to follow-up in drug addicts and home-less patients. Brainstorming with program managers revealed that a lack of trust in allopathic system of medicine and human resource constraints were the leading causes of pre-treatment loss to follow-up.A Meso level multi disciplinary model with community participation through Resident Welfare Associations (RWAs) has been designed based on the above findings. The model suggests mutual collaboration between government and non government agencies for promotion of International Standards of TB care in private clinics, de addiction services and social welfare schemes through RWAs. ConclusionThere is a need for Advocacy Communication and Social Mobilization on a large scale. Collaboration with Resident Welfare Associations (RWAs) and with practitioners from alternate systems of medicine should be encouraged.

Feedback valence during business idea development: predictor of performance, motivator of change, or both?

Given the lack of resources available to small business owners, it is important to examine specific actions within new product development processes that firms can take to improve the performance of new business ideas. This research explored the relationships between feedback valence, action, and performance during business idea development in small businesses. Using a sample of 98 small business owners, findings suggest that feedback positivity is related to higher performance; feedback negativity influences the extent of changes made to the product; and those changes contribute to increased performance. Additionally, by examining high and low intensities of positive and negative feedback, it appears that positive feedback can have detrimental effects (over-predict performance and dampen product changes). This article examines feedback as a mechanism by which input from external others contributes to product performance in small firms, and suggests specific feedback-seeking behaviors to improve the success of new business ideas.

Leaders' Behaviors Matter: The Role of Delegation in Promoting Employees' Feedback-Seeking Behavior.

Feedback helps employees to evaluate and improve their performance, but there have been relatively few empirical investigations into how leaders can encourage employees to seek feedback. To fill this gap we examined the relationship among delegation, psychological empowerment, and feedback-seeking behavior. We hypothesized that delegation promotes feedback-seeking behavior by psychologically empowering subordinates. In addition, power distance moderates the relationship between delegation and feedback-seeking behavior. Analysis of data from a sample of 248 full-time employees of a hotel group in northern China indicated that delegation predicts subordinates’ feedback seeking for individuals with moderate and high power distance orientation, but not for those with low power distance orientation. The mediation hypothesis was also supported.

Surgical Trainee Feedback-Seeking Behavior in the Context of Workplace-Based Assessment in Clinical Settings.

To investigate surgical trainee feedback-seeking behaviors-directly asking for feedback (inquiry) and observing and responding to situational clues (monitoring)-in the context of workplace-based assessment (WBA). A hypothetical model of trainee feedback-seeking behavior was developed using existing literature. A questionnaire, incorporating previously validated instruments from organizational psychology, was distributed to general surgical trainees at 23 U.K. hospitals in 2012-2013. Statistical modeling techniques compared the data with 12 predetermined hypothetical relationships between feedback-seeking behaviors and predictive variables (goal orientation, supervisory style) through mediating variables (perceptions of personal benefits and costs of feedback) to develop a final model. Of 235 trainees invited, 178 (76%) responded. Trainees completed 48 WBAs/year on average, and 73% reported receiving feedback via WBA. The final model was of good fit (chi-square/degree of freedom ratio = 1.620, comparative fit index = 0.953, root mean square error of approximation = 0.059). Modeled data showed trainees who perceive personal benefits to feedback use both feedback inquiry and monitoring to engage in feedback interactions. Trainees who seek feedback engage in using WBA. Trainees' goal orientations and perceptions of trainers' supervisory styles as supportive and instrumental are associated with perceived benefits and costs to feedback. Trainees actively engage in seeking feedback and using WBA. Their perceptions of feedback benefits and costs and supervisory style play a role in their feedback-seeking behavior. Encouraging trainees to actively seek feedback by providing specific training and creating a supportive environment for feedback interactions could positively affect their ability to seek feedback.

스포츠조직 종사자들의 셀프리더십, 피드백추구행동 및 조직몰입간의 관계 - LMX의 조절효과

The purpose of this study is to investigate the relationships among self-leadership, feedback-seeking behavior and organizational commitment of employees in golf resorts. To this end, a total of 250 employees working in five golf courses were conveniently selected using a conveniently sampling method and a survey questionnaire was employed. 238 usable questionnaires were utilized to the final data analyses. Statistical Package of PASW 18.0 was used for data analyses including descriptive analysis, reliability analysis, correlation analysis, confirmatory factor analysis and moderated multiple regression. The results of this study are as follows. Firstly, self-expectation, self-goal setting and self-reinforcement subdimensions of the self-leadership had significant impact on feedback-seeking behavior. Secondly, LMX played a moderating role in the relationship between a self-goal setting subdimension of the self-leadership and feedback-seeking behavior. Lastly, feedback-seeking behavior had a significant effect on organizational commitment. Additionally, practical implications of the findings and suggestions are to be discussed.

Does feedback usage lead to electricity savings? Analysis of goals for usage, feedback seeking, and consumption behavior

Findings from smart metering trials throughout the European Union in the last 5 years suggest that feedback on electricity consumption does not result in the expected increase in electricity savings of 10%. Instead, a smaller reduction in electricity consumption between 1.5 and 4% is typically recorded. In this paper, we aim to analyze knowledge and motivation gained from feedback usage and the resulting effects on behavior. For this purpose, we introduce a theoretical framework describing the process of feedback use in the Rubicon model (Heckhausen and Gollwitzer in Motivation and Emotion, 11, 101–120, 1987) and the transition from gained knowledge into motivation, and subsequent adaptation of consumption behavior, by applying the Feedback Intervention Theory (FIT, Kluger and DeNisi in Psychological Bulletin, 119(2), 254–284, 1996). Using log-files on usage behavior of a web-based feedback system, survey data and energy consumption data from a 1-year trial of smart metering systems and feedback with more than 600 consumers, we identify six patterns distinguishing how users interact with feedback systems (i.e., measured by the quantity of log-ins and clicks for different features) and are able to make inferences on their knowledge gains. Moreover, we examine whether any feedback usage pattern could be related to a stronger agreement with any goals. Finally, we compare the impact of these different usage patterns onto energy consumption in order to uncover which knowledge gains could be associated with energy conservation. Results show that feedback usage can be differentiated along several specific seeking strategies which are associated with individual goals. The only strategy of feedback usage found to be successful for saving electricity is actually the one showing the least evidence for long-term knowledge being gained. Possible explanations for these findings are discussed within the context of assumptions for the FIT.

Unlocking the Mask: a Close Look at how Servant Leaders Influence People

Given the widespread use of servant leadership in organizations, the purpose of our study was to examine the relationship between servant leadership, creativity, feedback-seeking behavior, and affective climate. We hypothesized that servant leadership promotes creativity through encouraging employees’ feedback-seeking behavior. Additionally, affective climate can moderate the mediated relationship. Based on a sample of 388 full-time employees and their supervisors from a Chinese high-tech company, the results indicated that servant leadership can predict employees’ creativity, mediated by feedback seeking. The moderating effect of affective climate on the mediated relationship, however, was not supported in our sample.

Adolescents' depressive symptoms and subsequent technology-based interpersonal behaviors: A multi-wave study

This study examined the longitudinal effects of adolescents' depressive symptoms on engagement in technology-based social comparison and feedback seeking (SCFS) behaviors. A total of 816 adolescents (54.7% girls; Mage=14.1 at Time 1) participated at three times points, each one year apart. Adolescents reported technology-based SCFS, depressive symptoms, and frequencies of technology use (cell phones, Facebook, and Instagram). Multiple group (by gender) latent growth curve models examined concurrent and lagged effects of depressive symptoms on SCFS, controlling for adolescent's underlying trajectories of SCFS and overall frequencies of technology use. Results indicated that higher levels of depressive symptoms were concurrently associated with greater SCFS after accounting for adolescents' typical patterns of SCFS. For boys only, higher depressive symptoms were prospectively associated with later increases in SCFS. Results highlight the importance of social media as a unique context in which depressed adolescents may be at risk for maladaptive interpersonal behavior.

When Does Job Insecurity Lead to Feedback-Seeking Behavior? The Counterintuitive Moderating Role of Perceived Organizational Support

A competitive business environment makes organizations increasingly dependent on their employees to proactively seek feedback aimed at improving job performance and requires organizations to frequently engage in restructuring activities that may cause employees to experience job insecurity. This poses an important theoretical puzzle regarding the relationship between job insecurity and feedback-seeking behavior. This study clarifies this relationship by addressing the moderating role of perceived organizational support and provides a mechanism that explains the mechanism behind the moderating process. This study builds a mediated moderating model by drawing from the uncertainty reduction and social exchange theories. By analyzing data collected from 567 employees of manufacturing enterprises in China, we find that the relationship between job insecurity and feedback-seeking behavior is negative under conditions of high perceived organizational support and is positive under conditions of low perceived organizational support. Collectivism value can mediate the moderating role of perceived organizational support.

Knowledge Transfer Between Expatriates and Host Country Nationals: Contribution of Individual and Social Capital Factors

This paper presents a study on the contribution of individual factors (cultural intelligence and feedback-seeking behaviour) and social capital factors (shared vision and trust) on knowledge transfer between expatriates and host country nationals (HCNs) as perceived by expatriates. The study adopted Social Capital Theory, and Anxiety and Uncertainty Management Theory to support the theoretical framework of the investigation. Data were analysed from a sample of 90 expatriates from selected universities and multinational corporations (MNCs) in the area of Klang Valley, Malaysia. The results reveal that there is a positive relationship between individual factors as well as social capital factors and knowledge transfer. In addition, only shared vision shows a significant influence on knowledge transfer. The regression results disclose that the variables explain 24.1% of variance in knowledge transfer.

The presence of a feedback-seeking role model in promoting employee feedback seeking: a moderated mediation model

Despite an increasing number of studies that show a positive relationship between the supportiveness of a feedback source and feedback seeking, little is known about the impact of supervisors’ demonstration of feedback-seeking behavior on promoting employees seeking feedback from them. In addition, although previous studies have shown that feedback seeking is an interactive process and is emotionally charged, to our knowledge, no studies have investigated the role that the source’s emotion regulation played in the feedback seeker’s seeking frequency. The present article developed a moderated mediation model to fill this void and tested it with data from a sample of 215 supervisor–subordinate dyads from China. We hypothesized and found that supervisors’ feedback seeking from subordinates were positively related to subordinates’ feedback seeking from supervisors, mediated by the perceived value and cost of the feedback seeking. The results also supported the moderating roles of supervisors’ emotion regulation in the mediation model.

조직내 최종사용자의 합목적적인 정보보호 시스템 사용 내재화와 학습, 피드백 추구 행동 연구

Purpose The purpose of this paper is to examine factors and mechanism inducing end users' faithful appropriation of information security behavior through the information security system. This study is also trying to find out the role of Employees' adaptive activities like learning and feedback seeking behavior for the information security in organizations. Design/methodology/approach An empirical study was carried out with a sample of employees working in the financial service company. Employees(n = 268) completed a written questionnaire. Structural equation modeling was used to analyze the data. Findings Results indicated that employees' learning activities and feedback seeking behavior fully mediated the effect of major information security factors toward end users' faithfulness of appropriation of information security systems. In order to increase the level of employees information security behavior in accordance with security guideline, organizations should facilitate interactions that support the feedback seeking process between employees on information security awareness and behavior. Additionally, organizations may reinforce these behaviors by periodical training and adopting bounty hunter systems.

Organizational and career-oriented commitment and employee development behaviors

Purpose – The purpose of this paper is to contrast the foundations of (affective) organizational and career-oriented commitment. Using social exchange theory as a background, organizational commitment is proposed as a mediator between perceived organizational support (POS) and competence development activities and feedback-seeking behavior. Career-oriented commitment, defined as a self-interested orientation toward one’s career, is proposed to mediate a positive relationship between proactive personality and competence development but a negative relationship between proactive personality and feedback-seeking. Design/methodology/approach – Data were collected from 126 employees using one-year time-lagged study in which POS and proactive personality were measured at Time 1, commitment variables at Time 2, and competence development and feedback-seeking at Time 3. Findings – Organizational commitment mediated a positive relationship between POS and competence development but not feedback-seeking. Career-oriented commitment mediated a negative relationship between proactive personality and feedback-seeking but did not mediate the relationship to competence development. Proactive personality exerted direct and positive effects on competence development and feedback-seeking, but had a negative effect on feedback-seeking through career-oriented commitment. Practical implications – An implication of these findings is that organizations need to reduce the detrimental effects that the proactivity trait exerts on feedback-seeking through career-oriented commitment. One way to do this is to increase the fit between organizational career opportunities and the career expectations of employees with high career-oriented commitment. Originality/value – This study indicates that social exchange and self-interest motives act as distinct drivers of organizational and career-oriented commitment, respectively, and that these motives have implications for how individuals learn and socialize in the workplace.

The effects of self-development motive and impression management Motive on continuous learning activity

The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

The Effects of Self-Development Motive and Impression Management Motive on Continuous Learning Activity: The Mediating Effect of Feedback Seeking Behavior and The Moderating Effect of Leader-Member Exchange Quality

본 연구의 목적은 개인의 다양한 측면의 동기가 지속학습 활동에 미치는 영향을 알아보기 위해, 첫째, 조직 구성원의 자기계발 동기와 인상관리 동기가 지속학습활동에 미치는 영향을 검증하고, 둘째, 두 동기와 지속학습활동 간 관계를 피드백 추구 행동이 매개하는지 알아보고, 마지막으로 두 동기와 피드백 추구 행동 간 관계를 상사-부하 교환관계(LMX)가 조절하는지를 검증하는 데 있다. 이를 검증하기 위해 국내 기업의 다양한 직종에서 근무하는 239명의 종업원들을 대상으로 설문조사를 실시하여 자료를 수집하였다. 연구결과, 자기계발 동기는 지속학습활동과 정적인 관련이 있는 것으로 나타났으나 인상관리 동기는 지속학습활동과 직접적인 관련이 없는 것으로 나타났다. 피드백 추구 행동은 자기계발 동기와 지속학습활동 간 관계를 부분 매개하였고, 인상관리 동기와 지속학습활동 간 관계를 완전 매개하는 것으로 나타났다. 마지막으로 상사-부하 교환관계(LMX)의 질은 인상관리 동기와 피드백 추구 행동 간 관계를 조절하는 것으로 나타났다. 구체적으로, 인상관리 동기와 피드백 추구 행동 간 정적 관계는 상사-부하 교환관계(LMX)의 질이 낮을 때보다 높을 때 더 강하게 나타났다. 이러한 연구결과를 토대로 본 연구의 학문적 의의와 실무적 시사점, 그리고 제한점 및 향후 연구과제에 대해 논의하였다.

Servant Leadership and Follower Outcomes: Mediating Effects of Organizational Identification and Psychological Safety

ABSTRACTThis study investigated the mediating role of organizational identification and psychological safety in the relationship between servant leadership and two employee outcomes: employee voice and negative feedback seeking behavior. The sample for this study comprised of 174 full-time employees drawn from a large food company based in Pakistan. Results showed that organizational identification and psychological safety partially mediated the effects of servant leadership on voice and negative feedback seeking behavior. The theoretical and practical implications of this research are discussed.