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Article
Publication date: 16 October 2018

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…

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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

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

Keywords

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Article
Publication date: 23 May 2019

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…

793

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.

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Article
Publication date: 18 July 2022

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…

667

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

European Journal of Training and Development, vol. 47 no. 7/8
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 25 August 2020

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.

875

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.

Details

Journal of Applied Research in Higher Education, vol. 13 no. 3
Type: Research Article
ISSN: 2050-7003

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