Both the feedback-seeking literature in management and the self-motives domain in social psychology have focused on how motives affect the way in which people acquire information for self-evaluation purposes. Despite apparent conceptual similarities, the implications of research in these domains have not been fully integrated. This paper aims to link research on feedback-seeking behavior to recent theoretical developments in social psychology. First, the current perspective in management on feedback-seeking motives is depicted. Second, a well-established framework of self-motives in social psychology is introduced. Third, similarities and differences between these two motivational perspectives are discussed and a first step towards integration is proposed. Fourth, it is demonstrated how a self-motives perspective might guide future research on six key issues. Self-motives might be useful in identifying new antecedents of feedback-seeking behavior, resolving inconsistencies in the feedback-seeking literature, understanding the interplay among feedback-seeking motives, integrating feedback-seeking and feedback reactions research, examining attitudinal outcomes of feedback-seeking motives, and enhancing the feedback-performance relationship.
Organizational Behavior and Theory | Social and Behavioral Sciences
Organisational Behaviour and Human Resources
International Journal of Management Reviews
Wiley: 24 months
ANSEEL, F; LIEVENS, Filip; and LEVY, PE.
A self-motives perspective on feedback-seeking behavior: Linking organizational behavior and social psychology research. (2007). International Journal of Management Reviews. 9, (3), 211-236. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5616
Creative Commons License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.