Feedback orientation is an individual difference that involves seeing feedback as useful, feeling accountable to act on feedback, being aware of social information, and feeling self-assured when dealing with feedback. In this study, the authors present a test of a model of the feedback-seeking process that includes feedback orientation. They hypothesize that emotional intelligence and the organization’s feedback environment are correlates of feedback orientation and that feedback orientation is indirectly related to task performance and leader–member exchange ratings made by the supervisor through increased feedback-seeking behavior. Results largely support the hypothesized model, demonstrating the importance of this construct for performance management research.
AlperS.TjosvoldD.LawK. S.2000. Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53: 625-642.
2.
AndersonJ. C.GerbingD. W.1988. Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103: 411-423.
3.
AshfordS. J.BlackJ. S.1996. Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81: 199-214.
4.
AshfordS. J.BlattR.VandeWalleD.2003. Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations. Journal of Management, 29: 773-799.
5.
AshfordS. J.CummingsL. L.1983. Feedback as an individual resource: Personal strategies of creating information. Organizational Behavior and Human Performance, 32: 370-398.
6.
BrowneM. W.CudeckR.1993. Alternative ways of assessing model fit. In BollenK. A.LongJ. S. (Eds.), Testing structural equation models: 136-162. Newberry Park, CA: Sage.
7.
ChenZ.LamW.ZhongJ. A.2007. Leader–member exchange and member performance: A new look at individual-level negative feedback-seeking behavior and team-level empowerment climate. Journal of Applied Psychology, 92: 202-212.
8.
CropanzanoR.MitchellM. S.2005. Social exchange theory: An interdisciplinary review. Journal of Management, 31: 874-900.
9.
DaviesM.StankovL.RobertsR. D.1998. Emotional intelligence: In search of an elusive construct. Journal of Personality and Social Psychology, 75: 989-1015.
10.
DeshonR. P.GillespieJ. Z.2005. A motivated action theory account of goal orientation. Journal of Applied Psychology, 90: 1096-1127.
11.
GraenG. B.ScanduraT. A.1987. Toward a psychology of dyadic organizing. Research in Organizational Behavior, 9: 175-208.
12.
GraenG. B.Uhl-BienM.1995. Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory. Leadership Quarterly, 6: 219-247.
13.
GregoryJ. B.LevyP.E.2008. The effect of supervisor feedback orientation on subordinate perceptions of the feedback environment. Paper presented at the 23rd Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco, CA.
14.
GregoryJ. B.LevyP. E.JeffersM.2008. Development of a model of the feedback process within executive coaching. Consulting Psychology Journal: Practice and Research, 60: 42-56.
15.
HallR. J.SnellA. F.FoustM. S.1999. Item parceling strategies in SEM: Investigating the subtle effects of unmodeled secondary constructs. Organizational Research Methods, 2: 233-256.
16.
HeroldD. M.FedorD. B.2003. Individual differences in feedback propensities and training performance. Human Resource Management Review, 13: 675-689.
17.
HuL.-T.BentlerP. M.1999. Cutoff criteria for fit indices in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6: 1-55.
18.
JordanP. J.AshkanasyN. M.AscoughK.2007. Emotional intelligence in organizational behavior and industrial-organizational psychology. In MatthewsG.ZeidnerM.RobertsR. D. (Eds.), Science of emotional intelligence: Knowns and unknowns: 356-375. New York: Oxford University Press.
19.
JordanP. J.AshkanasyN. M.Ashton-JamesC. E.2006. Evaluating the claims: Emotional intelligence in the workplace. In MurphyK. R. (Ed.), A critique of emotional intelligence: What are the problems and how can they be fixed?: 189-210. Mahwah, NJ: Lawrence Erlbaum.
20.
JordanP. J.AshkanasyN. M.DausC. S.2009. Emotional intelligence: Rhetoric or reality? In CartwrightK. R.CooperC. L. (Eds.), The Oxford handbook of personnel psychology: 37-58. Oxford, UK: Oxford University Press.
21.
KlineR. B.2005. Principles and practice of structural equation modeling (2nd ed.). New York: Guilford.
22.
LamW.HuangX.SnapeE.2007. Feedback-seeking behavior and leader–member exchange: Do supervisor-attributed motives matter?Academy of Management Journal, 50: 348-363.
23.
LandyF. L.2005. Some historical and scientific issues related to research on emotional intelligence. Journal of Organizational Behavior, 26: 411-424.
24.
LawK. S.WongC.-S.SongL. J.2004. The construct and criterion validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology, 89: 483-496.
25.
LeeH. E.ParkH. S.LeeT. S.LeeD. W.2007. Relationships between LMX and subordinates’ feedback-seeking behaviors. Social Behavior and Personality, 35: 659-674.
26.
LidenR. C.SparroweR. T.WayneS. J.1997. Leader–member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, 15: 47-119.
27.
LinderbaumB. G.LevyP. E.2007. The development and validation of the Feedback Orientation Scale. Paper presented at the 22nd Annual Meeting of the Society for Industrial and Organizational Psychology, New York, NY.
28.
LinderbaumB. G.LevyP. E.2010. The development and validation of the Feedback Orientation Scale (FOS). Journal of Management, 36: 1372-1405.
29.
LondonM.2002. Leadership development: Paths to self-insight and professional growth. Mahwah, NJ: Lawrence Erlbaum.
30.
LondonM.2003. Job feedback: Giving, seeking, and using feedback for performance improvement (2nd ed.). Mahwah, NJ: Lawrence Erlbaum.
31.
LondonM.MaurerT. J.2004. Leadership development: A diagnostic model for continuous learning in dynamic organizations. In AntonakisJ.CiancioloA. T.SternbergR. J. (Eds.), The nature of leadership: 222-246. Thousand Oaks, CA: Sage.
32.
LondonM.SmitherJ. W.2002. Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12: 81-100.
33.
MaslynJ. M.Uhl-BienM.2001. Leader–member exchange and its dimensions: Effects of self-effort and other’s effort on relationship quality. Journal of Applied Psychology, 86: 697-708.
34.
MayerJ. D.CarusoD.SaloveyP.2000. Emotional intelligence meets traditional standards for an intelligence. Intelligence, 27: 267-298.
35.
MayerJ. D.SaloveyP.1997. What is emotional intelligence? In SaloveyP.SluyterD. J. (Eds.), Emotional development and emotional intelligence: Educational implications: 3-31. New York: Basic Books.
36.
MayerJ. D.SaloveyP.CarusoD. R.SitareniosG.2003. Measuring emotional intelligence with the MSCEIT v2.0. Emotion, 3: 97-105.
37.
MorrisonE. W.1993. Newcomer information-seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36: 557-589.
38.
PodsakoffP. M.MacKenzieS. B.LeeJ. Y.PodsakoffN. P.2003. Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88: 879-903.
39.
RennR. W.FedorD. B.2001. Development and field test of a feedback seeking, social cognitive, and goal setting model of work performance. Journal of Management, 27: 563-587.
40.
RosenC.C.2006. Politics, stress, and exchange perceptions: A dual process model relating organizational politics to employee outcomes. Unpublished dissertation, University of Akron, OH.
41.
SessaV. I.LondonM.2006. Continuous learning in organizations. Mahwah, NJ: Lawrence Erlbaum.
42.
SmitherJ. W.LondonM.ReillyR. R.2005. Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings. Personnel Psychology, 58: 33-66.
43.
SteelmanL. A.LevyP. E.SnellA. F.2004. The Feedback Environment Scale: Construct definition, measurement, and validation. Educational and Psychological Measurement, 64: 165-184.
44.
Van RooyD. L.ViswesvaranC.2004. Emotional intelligence: A meta-analytic investigation of predictive validity and nomological net. Journal of Vocational Behavior, 65: 71-95.
45.
WhitakerB. G.DahlingJ. J.LevyP. E.2007. The development of a feedback environment and role clarity model of job performance. Journal of Management, 33: 570-591.
46.
WilliamsJ. R.JohnsonM. A.2000. Self-supervisor agreement: The influence of feedback seeking on the relationship between self and supervisor ratings of performance. Journal of Applied Social Psychology, 30: 275-292.
47.
WongC. S.LawK. S.2002. The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. Leadership Quarterly, 13: 243-274.
