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Examination of the explanatory role of self-evaluation motives when studying feedback-seeking behavior in organizations

机译：在研究组织中的反馈寻求行为时，检查自我评价动机的解释作用

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摘要

The objectives of the studies presented in this dissertation are threefold. First, on the basis of the self-motives framework, we aimed to identify new antecedents of feedback-seeking behavior. Second, we took a closer look at unresolved issues from previous feedback research by considering the explanatory role of self-motives. Third, we aimed to investigate how self-motives research might contribute to understanding the troubling relationship between feedback and performance. The first chapter of this dissertation presents an overview of past feedback-seeking research by systematically reviewing 49 studies that examined feedback-seeking behavior. In the second chapter, I examined how feedback-seeking across performance dimensions can be influenced by changing the feedback-seeker’s lay beliefs. An experiment showed that people sought more feedback about important dimensions as opposed to unimportant dimensions and sought more feedback about non-modifiable dimensions as opposed to modifiable dimensions. In the third chapter, I took a closer look at the relationship between uncertainty and feedback-seeking. Results of two studies showed that the relationship between uncertainty and feedback-seeking is less simple than previously thought. People sought more indirect feedback at high and low levels of uncertainty as opposed to moderate levels of uncertainty. In the fourth chapter, I investigated whether employees are merely interested in hearing good news about themselves or are more interested in feedback that confirms their self-concept. Results across two studies showed that people mainly reacted favorably to positive feedback. It seems that feedback reactions are dominated by self-enhancement strivings and that self-verification strivings are less prominent. In the fifth chapter I investigated the impact of requiring individuals to elaborate on feedback messages on task performance. Results of two studies showed that mean performance on a web-based in basket improved more when participants elaborated on feedback as compared to when feedback was not elaborated upon. These findings point to the importance of effortful cognitive processing of feedback in organizations. In the final chapter, the empirical findings of this dissertation are briefly summarized. The contributions, opportunities, and limitations of this dissertation are delineated from a theoretical, methodological, and practical perspective.
机译：本文提出的研究目标是三个方面。首先，在自我激励框架的基础上，我们旨在确定寻求反馈行为的新前提。其次，我们通过考虑自我动机的解释性作用，仔细研究了先前反馈研究中未解决的问题。第三，我们旨在研究自我动机研究如何有助于理解反馈与绩效之间令人困扰的关系。本文的第一章通过系统地回顾了49个研究了寻求反馈行为的研究，对过去的寻求反馈研究进行了概述。在第二章中，我研究了如何通过改变反馈寻求者的外行信念来影响跨绩效维度的反馈寻求。实验表明，人们寻求关于重要维度而不是不重要维度的更多反馈，并且寻求关于不可修改维度而不是可修改维度的更多反馈。在第三章中，我仔细研究了不确定性和寻求反馈之间的关系。两项研究的结果表明，不确定性和寻求反馈之间的关系比以前认为的要简单。人们在不确定性的高低水平上寻求更多的间接反馈，而不是中等程度的不确定性。在第四章中，我调查了员工是只对听到有关自己的好消息感兴趣还是对确认自己的自我观念的反馈更感兴趣。两项研究的结果表明，人们对正面反馈的反应主要良好。似乎反馈反应主要由自我增强努力主导，而自我验证努力则不太突出。在第五章中，我研究了要求个人详细说明有关任务绩效的反馈消息的影响。两项研究的结果表明，当参与者详细阐述反馈意见时，与未详细阐述反馈意见时相比，基于网络购物篮的平均绩效提高了更多。这些发现指出了对组织中的反馈进行努力的认知处理的重要性。在最后一章中，简要总结了本论文的实证研究结果。从理论，方法和实践的角度对本文的贡献，机遇和局限性进行了描述。

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    Anseel Frederik;

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