Feedback-Seeking Behavior and Performance: A Longitudinal Exploration of Intraindividual Relationships

Organizations are increasingly collecting data on employee performance and making it available for employees to view. For example, employees may be provided performance data through a dashboard for the purposes of development and performance improvement. Though this allows for feedback to be provided and sought continuously, there is conflicting evidence that feedback-seeking leads to improved performance. This dissertation aims to address deficiencies in past research by measuring feedback-seeking through observation and exploring the relationship between feedback-seeking and performance over time within-individuals. This study utilizes theory on feedback-seeking and self-regulation to better understand this relationship. Results of this study suggest that feedback-seeking does impact performance over time. Performance, however, does not appear to affect feedback-seeking over time. The results of this study help advance feedback-seeking theory while also providing practical recommendations for organizations delivering feedback electronically and for how employees might utilize electronic feedback to more effectively improve performance.

Author

• Horn, Ryan

Language

• en

Keyword

• performance
• technology-mediated
• feedback-seeking
• within-person
• feedback
• self-regulation

Date created

• 2020

Type of Work

• Dissertation

License

• All rights reserved

Rights statement

• In Copyright

GW Unit

• Organizational Sciences

Degree

• Ph.D.

Advisor

• Behrend, Tara S

Committee Member(s)

• Howardson, Garett N
• Peng, Yisheng

Persistent URL

•  https://scholarspace.library.gwu.edu/etd/br86b419s