Feedback-seeking Behavior Research Articles

Dual pathways of emotional competence towards incremental and radical creativity: resource caravans through feedback-seeking frequency and breadth

ABSTRACT This study examined how employees’ emotional competence predicts feedback-seeking behaviour (FSB) and consequently incremental and radical creativity on the basis of conservation of resource (COR) theory. We posit that emotional competence enhances the two types of creativity by generating resource caravans through distinct patterns of FSB. Our analysis based on the data collected from 206 employees from 85 work teams revealed that emotional competence has a significant indirect effect on the incremental creativity of team members, as rated by leaders, through frequent feedback seeking. Emotional competence also exhibited a considerable direct effect on radical creativity. In addition, emotional competence predicted source variety, namely, feedback-seeking breadth, which in turn contributed to radical creativity. This study offers new and useful theoretical and practical insights regarding the different types of creativity in the workplace by employing COR theory and the resource caravan perspective.

포용적리더십이 창의적 성과에 미치는 영향 : 심리적안전감과 피드백추구행동의 매개효과와 권력거리의 조절효과

포용적리더십이 창의적 성과에 미치는 영향 : 심리적안전감과 피드백추구행동의 매개효과와 권력거리의 조절효과

The Effects of Dynamic Work Environments on Entrepreneurs' Humble Leader Behaviors: Based on Uncertainty Reduction Theory.

Although it is widely acknowledged that the environments faced by entrepreneurs now are more dynamic than ever, little is known about the effect of dynamic work environments on entrepreneurs’ leader behaviors. Based on the uncertainty reduction theory and the data from 197 entrepreneurs and their subordinates, this research found a positive relationship between dynamic work environments and entrepreneurs’ humble leader behaviors. Moreover, this positive relationship can be mediated by entrepreneurs’ feedback-seeking behavior. And the relationship between dynamic work environments and entrepreneurs’ humble leader behaviors (via feedback-seeking) can be moderated by entrepreneurs’ intolerance of uncertainty. The contributions and implications of this study are discussed.

Correction to: Feedback-seeking behavior in second language writing: motivational mechanisms

Correction to: Feedback-seeking behavior in second language writing: motivational mechanisms

Newcomer retention – an investigation on Indian IT industry

PurposeUnderstanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is important, it is equally important to retain acquired talent, at the same time add value to the human side of business. The purpose of this paper is to explore the factors which play crucial role in retention of newly hired employees working in Indian IT industry. The study has considered factors, namely, supervisor support behavior, feedback-seeking behavior (FSB), affective commitment (AC) and empirically verified their impact on new recruit’s intention to quit (IQ).Design/methodology/approachThe survey was conducted among 524 newly hired employees working in 58 different companies listed in National Association of Software Services Companies member directory in Indian IT industry. All the scales used in the study are reliable and validated. Confirmatory factor analysis was carried out to test the validation of scales. The data were analyzed to test the proposed structural model using structural equation modeling.FindingsThe present study has successfully blended and verified the effect of supportive behavior of supervisor and new recruit’s FSB on the AC and IQ of newly hired employees. The study highlighted that supportive supervisors can encourage the newly hired employees to seeking feedback and enhance their commitment toward the organization. Further, this reduces the turnover intention of employees.Research limitations/implicationsThe theoretical contribution of the study is in successful amalgamation of two major streams of studies on new recruits by assessing the effect of supervisors’ supportive behaviors and new recruits’ proactive FSB on their IQ. The study has also looked at the newly hired employees’ behavioral reactions during uncertain entry period and throughout the adjustment process. The limitations of the study are in the focus on one industry and cross-sectional data. In the future researchers can explore the relationships in a longitudinal study. Also, other variables like perceived organizational support and job satisfaction can be considered.Practical implicationsThe present study demonstrates that supportive supervisors can motivate newly hired employees to seek feedback, and help them to “fit in” the organization. This study verifies that supervisors are considered as an important source of information for new recruits and the new recruits’ FSB positively influences their commitment toward the organization. Based on these results it is imperative for managers to be approachable and available to offer feedback to the new recruits in their initial days to ensure their adjustment, commitment and retention in the organization. This adds to sustaining the business and social well-being of the employees.Originality/valueThe present study offers a critical insight about the retention of newly hired employees in the organization. In the quickly changing VUCA world, these newly hired employees can be an asset for companies to build competitive advantage. However, to construct a strong future team for the organization, it is imperative that companies focus on augmentation of commitment among newly hired employees to further retain them. The present study proposes the path of empowerment among the new recruits to make them committed to the organization and to make sure that they stay with the organization in long run.

Predictors of knowledge transfer between expatriates and host country nationals

PurposeThe purpose of this paper is to investigate the influences of cultural intelligence, feedback-seeking behavior and shared vision as a mediator on bi-directional knowledge transfer involving expatriates and host country nationals (HCNs).Design/methodology/approachThis paper integrates the signaling theory, the social capital theory and the anxiety and uncertainty theory in investigating the relationships between predictors and knowledge transfer in a bi-directional manner. The participants of the study were 125 expatriate-HCN pairs of MNCs and local organizations in the areas of Klang Valley, Malaysia.FindingsShared vision was found to significantly mediate the influences of cultural intelligence and feedback-seeking behavior on knowledge transfer as perceived by the respective respondents.Originality/valueCo-existence between expatriates and HCNs leads to many organizational outcomes including knowledge transfer. This paper additionally provides theoretical and practical implications to human resource practices.

EXPLORING FACTORS RELATED TO FEEDBACK-SEEKING BY STUDENT LEADERS

Research in corporate settings has demonstrated the importance of leaders seeking feedback on such dimensions as credibility, effectiveness, engagement, and productivity. This study looked at feedback seeking behavior by student leaders. Explored were the extent to which feedback-seeking impacted how people felt when working with leaders, and how feedback-seeking might be influenced by age, gender, ethnicity, nationality, leadership experiences, and skill levels. Using an archival database, the sample included responses from 91,561 student leaders and observations from 365,747 of their peers. Few substantive differences were found on the basis of demographics, while those with more leadership experiences and skills reported the highest frequency of feedback-seeking behavior. Engagement levels were positively related to the frequency to which leaders sought feedback from others. Implications for future research and suggestions for the development of student leaders are provided.

How does abusive supervision restrict employees’ feedback-seeking behavior?

PurposeThe purpose of this paper is to explore the restrictive effect of abusive supervision on employees’ feedback-seeking behavior (FSB) through organizational-based self-esteem (OBSE) and the moderation of this mediation by leader-member exchange (LMX).Design/methodology/approachThis study conducted hierarchical regression and path analysis to analyze the 312 manager–employee dyads data gathered from five companies in China.FindingsThe authors found that abusive supervision had a detrimental effect on employee FSB, partially through OBSE, and that both the direct and indirect effects were moderated by LMX.Practical implicationsOrganizations should seek to inhibit supervisors’ abusive behavior in the workplace. Supervisors should not occasionally mistreat subordinates with whom they have a good relationship.Originality/valueThis study reveals the underlying influence mechanism of abusive supervision on employee FSB using the self-concept theory and suggests that OBSE is critical in determining how abusive supervision influences employee FSB. Furthermore, LMX quality (especially high LMX) moderates the above mediation.

High-Power Distance Is Not Always Bad: Ethical Leadership Results in Feedback Seeking.

Feedback seeking relates positively to organizational identification and task performance. However, an individual generally views seeking feedback as risky. It remains unclear whether, why, and when ethical leadership impacts on feedback-seeking behavior. This research aimed to explore the mediating role of psychological safety in the relationship between ethical leadership and nurses’ feedback seeking and to further explore the moderating effect of power distance in this mechanism. After eliminating invalid surveys, the sample included 458 pairs. The SPSS PROCESS macro was used for the data analysis. The results indicate that ethical leadership positively affected nurses’ feedback-seeking. Ethical leadership influences feedback seeking through psychological safety. With high power distance, ethical leadership significantly positively influenced psychological safety and then positively affected feedback-seeking behavior. In sum, in the context of high-power distance, ethical leadership is especially important for psychological safety and feedback-seeking behavior.

Relationship between feedback environment established by mentor and nurses' career adaptability: A cross-sectional study.

The aim of this study was to explore nurses' feedback seeking, the contextual issues established by mentors and career adaptability in a Chinese context. In addition, this research explored the moderating role of nurses' political skill. Mentors play a direct, important and distinct role in supporting mentees. However, little is known about the relationship between the contextual elements of mentor feedback and nurses' career adaptability. This study was based on cross-sectional data collected from 303 frontline nurses. SPSS 22.0 was used for correlation and regression analysis, and the SPSS PROCESS macro was used for mediating, moderating and conditional process analysis. Feedback environment established by the mentor is associated with nurses' feedback-seeking behaviour and career adaptability. The indirect association of feedback environment with career adaptability via feedback seeking is stronger for employees with high political skill than those with low political skill. When mentors create a suitable context for feedback, nurses' career adaptability can be enhanced through feedback seeking, especially for nurses with high political skill. Nurse managers should strive to build a supportive feedback environment established by mentor. It is necessary to improve nurses' political skills.

The Effects of Goal Orientation on Learning Transfer: Mediating Effect of Reflection and Moderating Effect of Feedback Seeking Behavior

[연구목적] 본 연구에서는 상대적으로 연구가 부족했던 목표지향성이 학습전이에 미치는 영향에 있어서 성찰의 매개효과와 피드백 추구행동의 조절효과를 실증하고, 시사점을 제공하고자 하였다.BR[연구방법] 본 연구는 목표지향성, 학습전이, 성찰, 피드백 추구행동에 대한 관련 이론들, 기존에 수행되었던 연구들과 논의를 충분히 검토하여 최종적으로 2개의 가설을 도출하였다. 가설들을 검증하기 위해 국내 유통기업에서 운영한 직무교육에 참가한 정규직 종업원 430명과 이들의 직속상사를 대상으로 자료를 수집하였다. 수집된 자료에 대해 신뢰성과 타당성을 검토하였고, 회귀분석과 Process Macro 분석을 통해 가설을 검증하였다.BR[연구결과] 목표지향성의 하위차원 중 학습목표지향성은 성찰의 하위차원 중 성찰적 행동을 매개하여 학습전이에 긍정적인 영향을 미치는 것으로 나타났으며, 조절변수인 피드백 추구행동은 긍정적 피드백 추구행동과 부정적 피드백 추구행동으로 구분하였을 때, 각각의 조절변수가 성찰적 행동과 학습전이의 관계를 조절하는 것으로 나타났다.BR[연구의 시사점] 목표지향성이 학습전이에 미치는 영향에 대한 매커니즘을 밝히기 위한 선행연구들이 주로 정태적 특성에 초점을 맞춘 것과 달리, 본 연구에서는 피훈련자의 학습전이를 위한 적극적인 노력으로써 성찰과 피드백 추구행동이라는 동태적 특성에 초점을 맞춘 연구라는 점에서 본 연구는 이론적, 실무적 시사점을 제공하였다.

Correlation between head nurse′s humble leadership and nurses' feedback seeking behavior

Objective To investigate the status of nurses' humble leaders and nurses in seeking feedback, and to analyze the relationship between them. Methods From August to September 2018, 436 nurses from Beijing Luo he Hospital affiliated to Capital Medical University were selected as the research subjects. The questionnaires were surveyed using general data questionnaire, humble leadership scale and feedback seeking scale. Results The head nurse′s humble leadership scale was divided into (3.22±0.38) points, and the nurses' feedback seeking behavior was divided into (3.51±0.56) points. The head nurse′s humble leadership was positively correlated with the nurses' feedback seeking behavior (r=0.679, P<0.05). Conclusions The head nurse′s humble leadership can positively promote the nurse′s feedback seeking behavior. The head nurse should pay attention to the leadership qualities of the humble leader, so as to effectively improve the level of feedback seeking behavior. Key words: Nurses; Humble leadership; Feedback seeking behavior

Feedback-seeking behavior in second language writing: motivational mechanisms

Focused on the effects of different type of feedback on learners’ written products, research on written corrective feedback (WCF) has cast second language writers as passive recipients rather than proactive agents in the feedback process. Revisiting the notion of WCF, this study introduces the notion of feedback-seeking behavior (Ashford & Cummings, 1983) to the field of second language writing and examines its motivational mechanisms using Dweck’s (1999) theory of mindsets and an overarching cost-value analysis framework (e.g., Ashford & Cummings, 1983; Anseel et al., 2015). Questionnaire data were collected from 128 foreign language writers from a major public university in the United States. Multiple regression and mediation analyses showed that a growth language mindset predicted the value of feedback, which, in turn, was a strong predictor of both feedback monitoring and feedback inquiry. A fixed language mindset, on the other hand, predicted the cost of feedback seeking, which, in turn, negatively predicted feedback monitoring. The findings offer new venues for second language writing research and pedagogy.

관광사업체 상사의 신뢰 및 피드백 추구 행동이 직무성과에 미치는 영향

관광사업체 상사의 신뢰 및 피드백 추구 행동이 직무성과에 미치는 영향

Signaling trustworthiness: The effect of leader humor on feedback-seeking behavior

ABSTRACTGiven its capacity to cultivate a range of positive outcomes in the workplace, humor has been recognized as a valuable tool for leadership purposes. However, the theoretical understanding of leader humor remains relatively limited and the mechanism through which it influences follower outcomes has not been clearly identified. Drawing on signaling theory, we developed and empirically tested a model which delineates the relationship between leader humor and a specific follower behavior – proactive feedback seeking. We collected data from 304 employees and their respective leaders working in a large Canadian retail organization. Results of our analyses indicate that leader humor can impact subordinate feedback-seeking behavior via its influence on subordinates’ affect-based and cognition-based trust in the leader.

Moderated Mediation Effect of Feedback Seeking Behavior and Goal Commitment on the relationship between Proactive Personalities and Sales Performance of Insurance Sales Agents in Mombasa, Kenya

The purpose of this study was to examine the Moderated Mediation effect of Feedback seeking behavior and Goal Commitment on the indirect relationship between Proactive personalities and Sales performance. The study adapted explanatory research design targeting 448 insurance Sales Agents in Mombasa County, Kenya. Using self-administered questionnaires, reliability test of the research instrument was done by the use of Cronbach’s alpha. The Pearson correlation and conditional process analysis, model 4 and model 58 was used to analyze the data and to test each of the hypotheses. The findings of the study confirm a positive effect of Proactive personalities on Sales performance and Goal Commitment. Goal Commitment was also found to positively affect Sales performance. Furthermore, the result confirms the Mediating effect of Goal Commitment on the relationship between Proactive personalities and Sales performance. The study also confirms that Feedback seeking behavior Moderates the relationship between Proactive personalities and Goal Commitment but does not moderate the relationship between Proactive personalities and Sales performance. Lastly the finding confirms that Feedback seeking behavior Moderates the indirect relationship between Proactive personalities and Sales performance via Goal Commitment. Managers and policymakers should formulate policies and strategies which nurture proactive behaviour among sales people by seeking feedback of their performance as they pursue the individual desired and organization’s set goals.

A Dynamic Model of the Effects of Feedback-Seeking Behavior and Organizational Commitment on Newcomer Turnover

Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment across time and ultimately greater turnover likelihood. These predictions were examined in two longitudinal studies (Study 1, N = 158; Study 2, N = 170) among newcomers. In both studies, FSB by supervisor inquiry was found to decline across time, and the decrease in FSB preceded a steeper decline in affective organizational commitment. In Study 1, the decline of commitment also resulted in a steeper decrease in FSB. Study 2 further found the decline in commitment to mediate the relationship between the decrease in FSB and increased turnover intention. Finally, increased turnover intention mediated the relationship between the decline in commitment and increased turnover the following year. Bridging research on FSB and organizational commitment, these findings shed new light on the influence of the dynamics of FSB on newcomer turnover.

유통기업 교육훈련 참가자의 학습전이에 목표지향성과 피드백 추구행동이 미치는 영향

유통기업 교육훈련 참가자의 학습전이에 목표지향성과 피드백 추구행동이 미치는 영향

Multilevel social predictors of employee feedback-seeking behavior: A cost–benefit perspective

In this study, we examined the two distinct dimensions of feedback-seeking behavior (FSB), namely, feedback-seeking frequency and feedback-seeking breadth. We focused on work team properties and team members’ social characteristics, and identified the multilevel social contextual predictors for each FSB dimension in an organizational team setting. Participants were 187 employees in 45 work teams in various industries in South Korea. Results show that feedback-seeking frequency was significantly positively related to three individual or team characteristics (i.e., emotional competence, team reflexivity, and task interdependence), but feedback-seeking breadth was significantly positively related to only one dimension, team reflexivity. Our findings provide an understanding of the multilevel emergent process of FSB in work teams, and the impact of the multilevel antecedents on the two FSB dimensions. Theoretical and practical implications are discussed.

Feedback seeking behaviour in higher education: the association with students’ goal orientation and deep learning approach

To make sure that feedback fulfils its aspirations, students’ active role in feedback should be acknowledged in higher education: It is students’ uptake of feedback that determines its effectiveness. In this study, feedback seeking behaviour of students is introduced in order to enrich our knowledge about students’ active role in feedback. Goal orientation was studied as antecedent of feedback seeking behaviour, and students’ deep learning approach as a mediating factor. Results indicated that students use both monitoring and inquiry strategies of feedback seeking, but they preferred monitoring. The association between feedback seeking behaviour and goal orientation was stronger for mastery goals than for performance goals. The preference for monitoring is stronger for students with more performance goal orientation. Deep learning approach was found to be a mediator in the relationship between goal orientation and feedback seeking behaviour. It can be concluded that students with the goal to learn from the activity will use more deep learning strategies and will seek more feedback, both in an active and passive way. This effect is less present for students with performance goals.