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Article
Publication date: 25 January 2013

Regina H. Mulder and Andrea D. Ellinger

The purpose of this paper is to overview the state of research on feedback and aspects of feedback that have been under-researched in the scholarly literature…

Abstract

Purpose

The purpose of this paper is to overview the state of research on feedback and aspects of feedback that have been under-researched in the scholarly literature, particularly involving the theme of quality of the feedback. The paper seeks to draw on the existing literature, to develop a conceptual framework that identifies important aspects associated with quality of feedback that the articles in this special issue uniquely address.

Design/methodology/approach

This is a conceptual article that presents the results of an analysis of the feedback research literature and offers an abbreviated overview of it. It also develops a conceptual model that illustrates the complexity of the feedback process and identifies gaps that exist in the literature which the contributions of this special issue address.

Findings

The provision of feedback is critical to individuals ' learning and performance improvement in the context of their work. Coupled with the provision of feedback is the importance and need for high quality feedback. The quality of feedback and factors that influence it are the central themes of this issue.

Originality/value

This paper introduces this special issue on “Perceptions of quality of feedback in organizations: characteristics, determinants, outcomes of feedback, and possibilities for improvement” by overviewing the concepts associated with feedback and feedback seeking and developing a conceptual model that highlights the complexity of the feedback process. It also identifies existing gaps in the knowledge base that the contributions within this special issue address.

Details

European Journal of Training and Development, vol. 37 no. 1
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 4 July 2016

Peter Letmathe and Marc Zielinski

The focus is the interplay of cognitive capabilities (mathematical understanding and heuristic problem solving) and learning from feedback. Furthermore, the authors…

Abstract

Purpose

The focus is the interplay of cognitive capabilities (mathematical understanding and heuristic problem solving) and learning from feedback. Furthermore, the authors analyze the role of individual factors in designing appropriate feedback systems for complex decision-making situations. Based on a learning model the purpose of this paper is to present an experimental study analyzing the feedback effectiveness in a repeated complex production planning task. Referring to individual characteristics in terms of educational background and problem solving capabilities of the decision maker the authors compare different forms of feedback systems.

Design/methodology/approach

The authors performed four experiments bi-weekly based on a realistic production planning situation. Participants received – depending on the treatment – different types of feedback concerning the final outcomes of the production plans. For testing the hypotheses, the authors conducted ANCOVAs and additional post hoc tests for each subgroup to explore the effects of different types of feedback on the subgroups’ decision-making performance.

Findings

The authors show that feedback information is not always helpful, but due to acquired knowledge and problem solving capabilities can even be harmful. The authors also show that, depending on the decision maker’s individual characteristics and her past performance, the type of feedback is crucial for the learning process.

Practical implications

The study provides important information about feedback design taking individual characteristics of decision makers (educational background, work experience) into account. Applying the results of the study can increase decision-making performance and enhance learning of production planning tasks.

Originality/value

The findings extend previous literature reporting that the performance in complex decision-making tasks depends on educational background and on the ability to cope with the phenomena of cognitive load, working memory limitations and the capability to utilize relevant heuristics to prevent information overload. Some of our results, e.g., the negative impact of non-financial feedback of high-performing economists, contradict the general findings in the literature.

Details

International Journal of Operations & Production Management, vol. 36 no. 7
Type: Research Article
ISSN: 0144-3577

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Article
Publication date: 1 October 2004

Stéphane Brutus and Elizabeth F. Cabrera

This study investigates the relationship between personal values and feedback‐seeking behaviors. Feedbackseeking behaviors, or the way by which individuals in…

Abstract

This study investigates the relationship between personal values and feedback‐seeking behaviors. Feedbackseeking behaviors, or the way by which individuals in organizations actively seek information about their performance, has recently become an important research topic in the management literature. However, the large majority of this research has been conducted in the United States. This study aims to test the relationships between the personal values of a multinational sample and feedback‐seeking behaviors. An integrated set of hypotheses regarding the influence of values on feedback seeking are outlined and tested empirically using samples from Canada, China, Mexico, the Netherlands, Spain, and the United States. As predicted, results indicate that significant aspects of feedback seeking were related to personal values. The perceived cost of feedback seeking, the clarity of the feedback from others, and the use of feedback‐seeking behaviors were all linked to personal values. The study also uncovered substantial variations in feedback‐seeking behaviors across nations. The implications of these findings for research on feedback‐seeking behaviors and for feedback practices are discussed.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 2 no. 3
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 5 September 2018

Angelo DeNisi and Caitlin E. Smith Sockbeson

The purpose of this paper is to begin the integration of two separate but clearly related streams of research. Feedback and feedback-seeking have been separate areas of

Abstract

Purpose

The purpose of this paper is to begin the integration of two separate but clearly related streams of research. Feedback and feedback-seeking have been separate areas of research for decades. In this paper, the authors argue that full understanding of feedback and its effects will not be possible unless these two literatures are integrated. Instead of just focusing on what would motivate people to seek feedback, how often and from whom, the authors argue that closer examination of how feedback-seeking affects feedback outcomes is warranted. Future directions for this research are discussed, including several research proposals.

Design/methodology/approach

Integrative review.

Findings

After a brief review of the feedback and feedback-seeking literatures, the authors use theory on cognition and judgment to argue that feedback that is sought may differ in content from feedback that is unsought. Additionally, employees who seek out feedback may react differently to feedback than those who receive feedback without seeking it out. As recipient reactions are critical in how (or whether) feedback affects performance, the full context of the feedback process must be considered, including the impetus for feedback.

Originality/value

These two streams of literature have been existing independent of each other for some years. Yet, is should be clear that not only why or how one seeks feedback but how one reacts to that feedback should be examined. Furthermore, whether people deal with sought feedback differently than with feedback that is not sought needs to be studied.

Objetivo

Existe una larga tradición que trata los efectos del feedback en los resultados, pero, tradicionalmente, esta investigación se ha centrado en el feedback que se da sin que este sea buscado. Más recientemente se ha desarrollado una literatura sobre el feedback buscado. Estas dos corrientes de la literatura se han desarrollado de manera casi independiente, aunque en última instancia ambas estén interesadas en como el feedback afecta al comportamiento. El objetivo de este artículo es revisar brevemente estas dos literaturas y después tratar de integrarlas en una visión más coherente del proceso de feedback. La revisión se traduce en una serie de preguntas de investigación relativas a las similitudes y diferencias entre ambos tipos de feedback. Esperamos que ello genere investigación que reconozca la necesidad de considerar ambos tipos de feedback.

Diseño/metología/aproximación

Los autores revisan la literatura en las dos áreas de la investigación en feedback y sugieren una serie de preguntas de investigación sobre los efectos diferenciales de cada tipo de feedback.

Resultados

Los autores utilizan la investigación en procesos cognitivos para sugerir como el feeback que se busca puede generar reacciones diferentes a cuando el feedback es dado, y como esto puede afectar a la efectividad de las dos formas de feedback.

Originalidad/valor

El artículo representa la mayor integración de las dos literaturas sobre feedback. Como resultado, el artículo presenta implicaciones importantes sobre cómo debe administrarse el feedback para mejorar el desempeño organizativo.

Palavras chave

Feedback, Busqueda de feedback, Gestión del rendimiento, Procesamiento de la información

Tipo de artículo

Revisión general

Objetivo

Existe uma ampla tradição na investigação que trata dos efeitos do feedback nos resultados, mas tradicionalmente esta investigação se concentrou no feedback que acontece sem que este seja procurado. Mais recentemente se desenvolveu uma literatura sobre o feedback procurado. Estas duas correntes da literatura se desenvolveram de forma quase independente, embora na última instancia ambas estejam interessadas em como o feedback afeta al comportamento. O objetivo de este artigo é revisar brevemente estas duas literaturas e posteriormente tratar de integrar ambas numa visão mais coerente do processo de feedback. A revisão se traduz numa serie de perguntas de investigação relativas as semelhanças e diferenças entre ambos tipos de feedback. Esperamos que isso gere investigação que reconheça a necessidade de considerar ambos tipos de feedback.

Desenho/metodologia/aproximação

Os autores revisam a literatura nas duas áreas da investigação no feedback e sugerem una serie de preguntas de investigação sobre os efeitos diferenciais de cada tipo de feedback.

Resultados

Os autores utilizam a investigação em processos cognitivos para sugerir como o feedback que se procura pode gerar reações diferentes a quando o feedback acontece, e como isso pode afetar a efetividade das duas formas de feedback.

Originalidade/valor

O artigo representa a maior integração das duas literaturas sobre o feedback. Como resultado, o artigo apresenta implicações importantes sobre como se deve administrar o feedback para melhorar o desempenho organizativo.

Palavras clave

Feedback, Procura de feedback, Gestão do rendimento, Processamento da informação

Tipo de artigo

Revisão geral

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 16 no. 4
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 13 September 2019

Beichen Liang

The purpose of this paper is to investigate the effects of self-efficacy, process feedback and task complexity on decisions by managers to continue or discontinue a new…

Abstract

Purpose

The purpose of this paper is to investigate the effects of self-efficacy, process feedback and task complexity on decisions by managers to continue or discontinue a new product after receiving negative performance feedback.

Design/methodology/approach

This paper uses a classroom experiment design and uses logistic regression and a chi-square test to analyze the data.

Findings

The findings of this paper show that self-efficacy, process feedback and task complexity have not only main effects but also interactive effects on managers’ go or no-go decisions; further, the main effects are mediated by interactions. The effect of self-efficacy is moderated by process feedback and task complexity. Process feedback and task complexity also have an interactive effect on decisions about new products by decision-makers.

Research limitations/implications

This paper extends the theory of escalation of commitment (EOC) by showing that self-efficacy, process feedback and task complexity can influence decision-makers’ go or no-go decisions after they have received negative performance feedback.

Practical implications

This paper provides useful guidelines for managers on how to reduce the likelihood of EOC.

Originality/value

The originality and value of this paper lie in its being the first to examine the effects of process feedback and task complexity on the EOC.

Details

Journal of Business & Industrial Marketing, vol. 34 no. 8
Type: Research Article
ISSN: 0885-8624

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Article
Publication date: 1 January 2005

Audhesh K. Paswan, Lou E. Pelton and Sheb L. True

Literature on the services industry's front‐line employees has largely focused on the relationships between service providers and customers. However, there is increasing…

Abstract

Purpose

Literature on the services industry's front‐line employees has largely focused on the relationships between service providers and customers. However, there is increasing approbation that managers influence the front‐line employees' motivation, ultimately impacting service quality. This study investigates the relationship between front‐line employees' perceived managerial sincerity, need for feedback, and role motivation.

Design/methodology/approach

The data were collected at 26 restaurants (from a global fast‐food franchised chain) located in a large US city, using a self‐administered questionnaire, from their front‐line employees. The final sample size was 185 (47.4 percent response).

Findings

The results suggest a positive association between front‐line employees’ feedback‐seeking orientation and their perceived managerial sincerity. A positive association also exists between front‐line employees' motivation levels and their job satisfaction.

Research limitations/implications

The focus on a subset of restaurants (from a single franchise system) and the limited scope of states‐of‐mind and behaviors measured are two main limitations. A multitude of other front‐line employee characteristics and factors should be investigated in future studies.

Practical implications

Results suggest that managers' interpersonal communication techniques enhance front‐line employees' perceptions of managerial sincerity, and increase their motivation and job satisfaction. However, managers need to balance a portfolio of diverse employee traits with relevant managerial styles to achieve desired outcomes.

Originality/value

The association between perceived managerial sincerity and feedback‐seeking orientation is intuitively appealing and comforting. However, some employees are happy being told what to do without any concern for involvement. Employees with low perceived managerial sincerity are also low on feedback need.

Details

Journal of Services Marketing, vol. 19 no. 1
Type: Research Article
ISSN: 0887-6045

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Article
Publication date: 26 February 2019

Manli Wu, Xiaojuan Xu, Lele Kang, J. Leon Zhao and Liang Liang

The purpose of this paper is to examine the impacts of perceived informational value and perceived relational value on feedback-seeking intention in online communities of

Abstract

Purpose

The purpose of this paper is to examine the impacts of perceived informational value and perceived relational value on feedback-seeking intention in online communities of inquiry (OCoIs). To develop an integrated theoretical framework, the antecedents of perceived informational value and perceived relational value are also investigated.

Design/methodology/approach

This study builds on the relational communication theory (RCT) and the social psychology perspective to develop an integrated research model regarding feedback-seeking. Hypotheses were empirically tested using data collected from 262 subjects who are members of OCoIs.

Findings

The results indicate that feedback-seeking intention is positively affected by perceived informational and relational value of feedback-seeking. Furthermore, perceived informational value partially mediates the effects of feedback-seeking self-efficacy and learning goal orientation on feedback-seeking intention; perceived relational value partially mediates the effects of social influence and social risk on feedback-seeking intention.

Practical implications

The results suggest that practitioners can promote feedback-seeking by enhancing learners’ informational and relational dependencies on OCoIs. To achieve effective online learning, practitioners should consider learners’ characteristics to provide personalized learning interventions.

Originality/value

This study advances RCT and the social psychology perspective to develop an integrated model for understanding feedback-seeking. The empirical results complement information-related explanations of feedback-seeking by finding that a relationship-related explanation is more important for promoting feedback-seeking in OCoIs. The proposed model also indicates that tolerance for ambiguity serves as a moderator in the relationship between perceived informational value and its antecedents.

Details

Internet Research, vol. 29 no. 4
Type: Research Article
ISSN: 1066-2243

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Article
Publication date: 9 February 2015

Eun Young Nae, Hyoung Koo Moon and Byoung Kwon Choi

The purpose of this paper is to investigate the boundary conditions in the relationship between feedback-seeking behavior (FSB) and work performance. The authors…

Abstract

Purpose

The purpose of this paper is to investigate the boundary conditions in the relationship between feedback-seeking behavior (FSB) and work performance. The authors hypothesized that the positive influence of employees’ FSB on their work performance is influenced by perceived quality of feedback. The authors also expected that employees’ trust in their supervisors moderated the interaction between their FSB and perceived feedback quality.

Design/methodology/approach

Data were collected from 202 employees in South Korea. A hierarchical multiple regression analysis was performed to test the hypothesis.

Findings

The results showed that while employees’ FSB was positively related to work performance, the influence was stronger for employees who perceived they were receiving high quality of feedback from supervisors. The authors also found that the moderating effect of feedback quality on the relationship between FSB and work performance was stronger when employees had high levels of trust in their supervisors.

Practical implications

The findings suggest that if managers wish to encourage employees to achieve work goal and desirable performance levels by actively engaging in FSB, they should pay more attention to providing high quality of feedback and building trust with employees.

Originality/value

This study contributes to expand the understanding of FSB-work performance relationship by verifying the boundary conditions, which suggests the importance of examining the moderating factors in the FSB mechanism.

Details

Career Development International, vol. 20 no. 1
Type: Research Article
ISSN: 1362-0436

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Article
Publication date: 14 November 2019

Mary C. Kurian, Shalij P.R. and Pramod V.R.

The purpose of this paper is to demonstrate the application of analytic network process (ANP) as a methodology to make multiple criteria decision in selecting the most…

Abstract

Purpose

The purpose of this paper is to demonstrate the application of analytic network process (ANP) as a methodology to make multiple criteria decision in selecting the most appropriate maintenance strategy for organizations with critical manufacturing requirements.

Design/methodology/approach

Maintenance strategy selection problems are multiple criteria decision making (MCDM) problems which consist of many qualitative and quantitative characteristics. For solving MCDM problems, the ANP is highly recommended as it considers the interdependent influences among and between the various levels of decision attributes. In this research paper, the ANP method is used to select the optimum maintenance strategy in a cement industry in India.

Findings

The ANP method can be used as an effective tool for the evaluation of possible alternatives in maintenance strategy decision problems by considering the dependency among the strategic factors.

Research limitations/implications

As illustrated in this paper, ANP method can also be used in other industries for adopting the optimum maintenance strategy to enhance the business performance by decreasing the losses associated with equipment effectiveness.

Practical implications

The major contribution of this research is the successful development of the comprehensive ANP model for the cement plant. ANP model incorporates diversified variables of the cement plant supply chain and includes their interdependencies. The proposed ANP model in this paper, not only guides the decision makers in the selection of the best services but also enables them to visualize the impact of various criteria in the arrival of the final solution.

Social implications

The model can be extended to certain other manufacturing sectors as the future scope of research and may assist in obtaining a clear idea regarding the status of current maintenance strategies. It should be carried out with a larger number of firms in India focusing on small and medium firms to confirm these results and reinforce their applicability to these kinds of firms. Studies of such a nature would help in identifying successful organizational factors or successful maintenance practices that lead to superior performance.

Originality/value

This paper explores the value of implementing ANP as a decision making method in maintenance strategy, which is currently not a prevalent method.

Details

Journal of Quality in Maintenance Engineering, vol. 26 no. 4
Type: Research Article
ISSN: 1355-2511

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Article
Publication date: 15 May 2017

Zhenxing Gong, Jian Zhang, Yujia Zhao and Lei Yin

Burnout among first-line police in China is high. The purpose of this paper is to examine the relationship between feedback environment, feedback orientation…

Abstract

Purpose

Burnout among first-line police in China is high. The purpose of this paper is to examine the relationship between feedback environment, feedback orientation, psychological empowerment, and burnout as related to the police work.

Design/methodology/approach

An empirical study was conducted with a sample of 437 basic-level policemen and policewomen in the Shandong province of China. Participants completed a series of questionnaires including the supervisor feedback environment scale, feedback orientation scale, psychological empowerment scale, and the Maslach Burnout Inventory.

Findings

The results indicate that police supervisor feedback environment is negatively related to burnout. The relationship between the supervisor feedback environment and burnout is perfectly mediated by psychological empowerment and significantly moderated by feedback orientation. The mediation effect of psychological empowerment is significantly influenced by feedback orientation.

Originality/value

The findings have contributed to answering several recent questions in the feedback-burnout literature. The authors stress that leaders should strive to build a supportive feedback environment for employees.

Details

Policing: An International Journal of Police Strategies & Management, vol. 40 no. 2
Type: Research Article
ISSN: 1363-951X

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