Katleen De Stobbeleir and Lien Desmet
In this commentary, the authors follow DeNisi and Sockbeson’s suggestions to reintegrate the organizational feedback and feedback-seeking literatures. They build on and extend…
Abstract
Purpose
In this commentary, the authors follow DeNisi and Sockbeson’s suggestions to reintegrate the organizational feedback and feedback-seeking literatures. They build on and extend their theorizing by suggesting a framework of simultaneous dual judgment processing in both feedback-seeking and organizational feedback interventions..
Design/methodology/approach
In the model, evaluation salience plays a role in how performance information is stored (i.e. as online judgments or loose memories), and rater motivation will determine to what extent the rater will deliberately use the stored information to give feedback.
Findings
The authors clarify some of the implications of the model for the accuracy of the feedback given, as well as how the cognitive methods that are used can be one of the explaining mechanisms in the link between feedback and performance.
Originality/value
This dual judgment processing approach accounts for the true complexity of the process of organizational feedback that has been largely ignored in past research.
Objetivo
En este comentario seguimos las sugerencias de DeNIsis y Sockbeson de reintegrar las literaturas de feedback organizativo y feedback buscado. Tomando como punto de partida su trabajo lo extendemos para sugerir un marco de procesamiento dual del juicio en las intervenciones tanto de feedback organizativo como de feedback buscado.
Diseño/metodología/aproximación
En nuestro modelo, la prominencia de la evaluación juega un importante papel sobre cómo se almacena la información sobre el rendimiento (i.e. como juicios online o como recuerdos vagos), y la motivación del evaluador determina hasta qué punto éste usará deliberadamente la información almacenada para proporcionar feedback.
Resultados
Clarificamos algunas de las implicaciones de nuestro modelo para la precisión del feedback ofrecido, e indicamos como el modo en el que los métodos cognitivos se usan puede ser uno de los mecanismos que explican la relación entre el feedback y el rendimiento.
Originalidad/valor
Esta aproximación dual del juicio toma en consideración la verdadera complejidad del proceso de feedback organizativo que ha sido ignorada en trabajos anteriores.
Palabras clave
Procesamiento dual del juicio, Feedback, Evaluación del rendimiento, Búsqueda de feedback, Procesos de feedback, Sesgos
Tipo de artículo
Papel Conceptual
Objetivo
Neste comentário, seguimos as sugestões de DeNIsis e Sockbeson para reintegrar as literaturas de feedback organizacional e feedback procurado. Tomando como ponto de partida este trabalho, nós o estendemos para sugerir uma estrutura de processamento dual do julgamento nas intervenções tanto do feedback organizacional quanto do feedback procurado.
Desenho/metodologia/abordagem
Em nosso modelo, a proeminência da avaliação desempenha um papel importante na forma como as informações sobre o desempenho são armazenadas (ou seja, julgamentos online ou memórias vagas), e a motivação do avaliador determina até que ponto ele usará deliberadamente as informações armazenadas para fornecer feedback.
Resultados
Esclarecemos algumas das implicações de nosso modelo para a precisão do feedback oferecido e indicamos como a maneira pela qual os métodos cognitivos são usados pode ser um dos mecanismos que explicam a relação entre feedback e desempenho.
Originalidade/valor
Esta abordagem dual do julgamento leva em conta a verdadeira complexidade do processo de feedback organizacional que foi ignorado em trabalhos anteriores.
Palabras clave
Processamento de julgamento dual, Feedback, Avaliação de desempenho, Procura de feedback, Processos de feedback, Viés
Tipo de artigo
Papel conceitual
Details
Keywords
Louzanne Bam, Katleen De Stobbeleir and PJ Vlok
Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three…
Abstract
Purpose
Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed.
Design/methodology/approach
A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective.
Findings
Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time.
Originality/value
The organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.
Details
Keywords
Wa Yang, Jinqiang Zhu, Shiyong Xu, Yanjun Liu, Dongying Luo, Yixiao Wang and Jia Yu
Drawing on the work design growth model (WDGM), this paper aims to explore the relationship between job complexity and employee creativity through feedback-seeking and the…
Abstract
Purpose
Drawing on the work design growth model (WDGM), this paper aims to explore the relationship between job complexity and employee creativity through feedback-seeking and the moderating effect of team leaders with a growth creative mindset.
Design/methodology/approach
The authors used an online survey to test the hypotheses. Data was collected in three waves from 74 supervisors and 349 paired employees in China.
Findings
Job complexity had a positive association with employees’ feedback-seeking, which further linked to employee creativity. This indirect effect was stronger in work teams with leaders endorsing a growth creative mindset.
Practical implications
Job complexity has become prevalent in organizations today. Taking daily complexity as a resource for nurturing employee creativity may balance organizations’ costs on formal training and give them more initiatives in long-term development. In addition, as the growth creative mindset is relatively easy to assess and change, it may bring insights in terms of creativity development.
Originality/value
By empirically testing the behavioural mechanism of WDGM, the learning and development perspective of work design offers a new explanation of the relationship between job complexity and employee creativity. The authors further extend WDGM by identifying leaders’ growth creative mindset to be a boundary condition.
Details
Keywords
Samira Delbari, Saeed Rajaipour and Yasamin Abedini
The present study aimed to investigate the relationship between career development and productivity of the university staff with the mediating role of self-regulation.
Abstract
Purpose
The present study aimed to investigate the relationship between career development and productivity of the university staff with the mediating role of self-regulation.
Design/methodology/approach
The research approach is quantitative-relational and is based on structural equation modeling (SEM). The population consisted of the staff of two Iranian universities in 2018 out of which 331 participants were selected using Cochran's formula and a proportionate stratified random sampling method. To gather data, the self-regulation questionnaire (SRQ), the career development questionnaire (CDQ) and a researcher-made employees' productivity questionnaire (EPQ) were used. In terms of reliability, Cronbach's alpha coefficient of the instruments was found to be 0.97, 0.84 and 0.88, respectively. Face and content validity were confirmed by a group of field experts.
Findings
The findings indicated that the staff’s self-regulation had a positive and significant effect on individual, organizational and environmental productivity factors. In addition, self-regulation had the ability to predict those factors. It was found that self-regulation had a mediating role in the relationship between career development and staff productivity. According to the results, educational institutions, especially universities, can provide their staff with the opportunity to exploit their full potentials through reinforcing their self-regulation and increasing their productivity.
Research limitations/implications
Higher self-regulation capacity among university staff helps them liberate their potential energy for disinterested selfless service to the society. Higher self-regulation capacities allow individuals to increase the energy resource for self-regulation and contribute to the productivity and quality of life. The statistical population of the quantitative section is confined only to the staff working at Iranian universities. Therefore, our results should be cautiously generalized to universities in other countries.
Practical implications
Our findings can help in empowering human resources and consequently improving education and research processes.
Social implications
Universities play a decisive role in the economic growth and development of countries because of their diverse services in the production and distribution of science and knowledge.
Originality/value
This study was conducted on university’s staff productivity, while most previous researches have been conducted in industrial enterprises. Thus, the present study seeks to fill this research gap by means of providing new perspectives and information on the factors affecting staff productivity and the relationship between research variables in higher education institutions.