Publication Type

Journal Article

Version

acceptedVersion

Publication Date

9-2007

Abstract

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.

Discipline

Human Resources Management | Organizational Behavior and Theory

Research Areas

Organisational Behaviour and Human Resources

Publication

International Journal of Management Reviews

Volume

9

Issue

3

First Page

211

Last Page

236

ISSN

1460-8545

Identifier

10.1111/j.1468-2370.2007.00210.x

Publisher

Wiley: 24 months

Copyright Owner and License

Authors

Additional URL

https://doi.org/10.1111/j.1468-2370.2007.00210.x

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