scholarly journals A multilevel perspective on the relationship between interpersonal justice and negative feedback-seeking behaviour

2014 ◽  
Vol 31 (1) ◽  
pp. 59-74 ◽  
Author(s):  
Aichia Chuang ◽  
Chun-Yang Lee ◽  
Chi-Tai Shen
Keyword(s):  
Negative Feedback ◽  
Feedback Seeking ◽  
Interpersonal Justice ◽  
Multilevel Perspective ◽  
The Relationship

Coworker feedback seeking and feedback environment in China: An expectation states theory approach

2019 ◽  
Vol 47 (9) ◽  
pp. 1-10 ◽  
Author(s):  
Zhenxing Gong ◽  
Mengshuang Liu ◽  
Di Xin ◽  
Faheem Gul Gilal ◽  
Kui Yin ◽  
...  
Keyword(s):  
Design And Technology ◽  
Theory Approach ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Expectation States ◽  
Industrial Enterprises ◽  
Seeking Behavior ◽  
Expectation States Theory ◽  
The Impact ◽  
The Relationship

We empirically explored the impact of feedback seeking, including feedback inquiry and monitoring, on the coworker feedback environment via coworker identification. Participants were 264 employees who worked in research and development, design, and technology sectors of industrial enterprises in China. The results indicated that feedback monitoring, feedback inquiry, and coworker identification were all positively related to the coworker feedback environment after controlling for the effects of demographic variables. Further, coworker identification fully mediated the relationship between feedback inquiry/monitoring and the coworker feedback environment. Our findings expand understanding of the feedback loop by bridging the gap between coworker feedback seeking and the coworker feedback environment. We recommend that coworkers encourage employees' feedback-seeking behavior so that the workplace feedback environment motivates them to ask for the help they need to work independently.

An Examination of the Link between Leader Motivating Language and Follower Interactional Justice

2021 ◽  
pp. 232948842110112
Author(s):  
Albi Alikaj ◽  
Doreen Hanke
Keyword(s):  
Structural Equation ◽  
Power Distance ◽  
Interactional Justice ◽  
Uncertainty Avoidance ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Power Distance Orientation ◽  
Motivating Language ◽  
The Relationship

The study examines the relationship between leaders’ use of motivating language and their workers’ perceived interactional justice, that is, interpersonal and informational justice. The study also examines the influence of workers’ levels of power distance and uncertainty avoidance orientations on these relationships. We test the proposed model by conducting structural equation modeling using data from a sample of 505 participants. The findings show a positive relationship between leaders’ use of motivating language and their workers’ perceived interpersonal and informational justice. Furthermore, the study confirms our hypotheses that workers’ power distance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived interpersonal justice and that workers’ uncertainty avoidance orientation negatively moderates the relationship between leaders’ use of motivating language and workers’ perceived informational justice.

RELATIONSHIPS BETWEEN LMX AND SUBORDINATES' FEEDBACK-SEEKING BEHAVIORS

2007 ◽  
Vol 35 (5) ◽  
pp. 659-674 ◽  
Author(s):  
Hye Eun Lee ◽  
Hee Sun Park ◽  
Tai Sik Lee ◽  
Dong Wook Lee
Keyword(s):  
South Korea ◽  
Social Cost ◽  
Civil Engineering ◽  
Source Credibility ◽  
Third Party ◽  
Leader Member Exchange ◽  
Feedback Seeking ◽  
Party Strategies ◽  
Member Exchange ◽  
The Relationship

Relationships among subordinates' feedback-seeking strategy preferences, Leader-Member Exchange (LMX), social cost, and source credibility were examined. Employees (N = 134) of civil engineering companies in South Korea completed a questionnaire. Findings showed that LMX quality, social cost, and source credibility either independently or jointly influenced subordinates' feedback-seeking strategy preferences. LMX was positively related to preference for using direct strategies, but not significantly related to preferences for using indirect strategies and for using third-party strategies. As moderators, increases in social cost and source credibility were associated with changes in the relationship between LMX and preference for third-party strategies. More detailed explanations and implications of these findings are discussed.

Chloride Accumulation as a Homeostatic System: Negative Feedback Signals for Concentration and Turgor Maintenance Differ in a Glycophyte and a Halophyte

1980 ◽  
Vol 7 (3) ◽  
pp. 237 ◽  
Author(s):  
WJ Cram
Keyword(s):  
Negative Feedback ◽  
Turgor Maintenance ◽  
Non Linear ◽  
Steady Level ◽  
Homeostatic System ◽  
Chloride Accumulation ◽  
Relationship Of ◽  
The Relationship ◽  
Uptake Of Nutrients

Carrot tissue is taken as a representative glycophilic tissue. It accumulates K+, Cl- and total osmotica to a steady level after 10-15 days. This level of Cl- is nearly constant and is independent of external KCl concentration and of turgor. Cl- influx is also independent of turgor. It therefore appears that the Cl- accumulating system in carrot (and possibly in other glycophytes) can, under artificial conditions, act as a homeostat for intracellular C- concentration, and is not the basis of turgor maintenance. It is suggested that turgor might be maintained by controlled accumulation of K+ carboxylates in glycophytes. Beet tissue is taken as a representative halophilic tissue. It accumulates K+, Cl-, and total osmotica to a steady level after about 4 days. At this stage turgor is constant, due to differences in the levels of KCl accumulated. Cl- influx is stimulated by reducing turgor after a lag of 3-5 h. The relationship of Cl- influx to turgor is non-linear. It therefore appears that in beet (and possibly in other halophytes) turgor maintenance is based on the turgor-sensitive accumulation of Cl- salts. Cl- influx in beet is also affected by changes in intracellular Cl- concentration, as in carrot. It is suggested that this feedback relationship may primarily be part of a system for the controlled uptake of nutrients rather than of Cl- in both tissues.

scholarly journals Interactional Justice and Employees’ Commitment to Supervisor in Nigerian Health Sector

2015 ◽  
Vol 2 (5) ◽  
pp. 7-17 ◽  
Author(s):  
Ajogwu Akoh ◽  
Edwinah Amah
Keyword(s):  
Health Sector ◽  
Rank Correlation ◽  
Interactional Justice ◽  
Survey Questionnaire ◽  
Spearman Rank Correlation ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Spearman Rank ◽  
The Relationship ◽  
Spearman Rank Correlation Coefficient

This research was designed to study the relationship between interactional justice and employees’ commitment to supervisor in Nigerian health sector. A self-administered survey questionnaire was sent out to a sample size of 103 employees, resulting in 99 responses out of which 13 copies of the questionnaire were not statistically usable. The Spearman rank correlation coefficient was used for data analysis, and our findings reveal that employees who have received fair informational and interpersonal treatments commit themselves to their supervisors. We discovered that the degree of influence exerted by interpersonal justice on employees’ commitment to supervisor was stronger than that of informational justice. We concluded that employees attach themselves to supervisors that are fair in communication and relationship. The fairness of interaction and communication boost employees’ confidence, impacting positively on employees’ commitment to supervisor and making employees see themselves as part owners in the organization. We, therefore, recommended that organizational managers or supervisors should communicate and relate properly with employees, in order to satisfy their customers and other stakeholders.

scholarly journals The secret of organisation success

2015 ◽  
Vol 4 (1) ◽  
pp. 27-36 ◽  
Author(s):  
Alma Maria Rodríguez-Sánchez ◽  
Maria Vera Perea
Keyword(s):  
Collective Efficacy ◽  
Point Of View ◽  
Behavioral Approach ◽  
Organizational Level ◽  
Content Type ◽  
Team Resilience ◽  
Multilevel Perspective ◽  
The Common ◽  
The Relationship ◽  
Resilience Capacity

Purpose – The concept of the “resilient organisation” has gained popularity as a concept that might aid organizations survive and thrive in difficult or volatile economic times. Knowing which factors may contribute to building organizational and team resilience is one of the questions that still remain unsolved. The purpose of this paper is to examine and review different conceptualisations of this emergent topic in the management literature, taking into account the common features of resilience capacity in organizations and teams. Design/methodology/approach – To examine the literature on resilience, the authors will focus on team resilience. The authors depart from the psychological-behavioral approach to study resilience and instead take a multilevel perspective (i.e. taking into account organizational and team factors). Findings – From a psychological-behavioral point of view the authors posit that there is a lack of research on which factors build team resilience. This review clarifies and relates independent and isolated studies on resilience taking into account the resources both at team and organizational level (i.e. collective efficacy, transformational leadership, teamwork, organizational practices) that build team resilience capacity. Research limitations/implications – Taking into account this review, future studies should analyze empirically the relationship between these factors that build up team resilience. Practical implications – With this review the authors try to provide guidance as to which aspects of the organization both research and practitioners should focus on. Originality/value – In sum, this literature review examines organizational and team factors that may build team resilience from a psychological-behavioral perspective, taking into account the multilevel view.

Under threat: emotional and behavioral responses to occupational identity threat

2021 ◽  
pp. 1-17
Author(s):  
Na Yang ◽  
Ruoyong Zhang
Keyword(s):  
Negative Emotion ◽  
Experimental Studies ◽  
Behavioral Responses ◽  
Self Esteem ◽  
Occupational Identity ◽  
Feedback Seeking ◽  
Identity Threat ◽  
Seeking Behavior ◽  
The Relationship ◽  
Practical Implications

Abstract Research on identity threat has predominantly focused on the consequences of threat to some ascribed or involuntary identities, while overlooking individuals' responses to occupational identity threat. Integrating identity theory with identity threat literature, we argue that encountering occupational identity threat promotes negative emotion and feedback-seeking behavior, and negative emotion further mediates the relationship between occupational identity threat and feedback-seeking behavior. Moreover, individuals' performance self-esteem strengthens both the direct effect of occupational identity threat on negative emotion, and the indirect effect of occupational identity threat on feedback-seeking behavior through negative emotion. The results from two experimental studies and one field study provide support for these predictions. We discuss the theoretical and practical implications of our findings.

Signals from the Goal

Runaway ◽  
2017 ◽  
Author(s):  
Anthony Chaney
Keyword(s):  
Negative Feedback ◽  
Positive Feedback ◽  
Scientific Inquiry ◽  
Outer Space ◽  
Physical Models ◽  
A Value ◽  
William Bateson ◽  
Theories Of Evolution ◽  
The Relationship

This chapter places Bateson's work with dolphins within a broader 1960s "dolphin mystique"--a cultural site where anxieties over modern science’s physical models went unresolved. Most associated with scientist John C. Lilly, the dolphin mystique had futurist, utilitarian, and romantic components, also found in a similar "outer space mystique." The chapter shows how Lilly's and Bateson's research goals differed through a further substantiation of the sources of Bateson's thought: the Macy Conferences on Cybernetics (his theory of play, the concepts of positive feedback, negative feedback, servomechanisms, and the naturalization of teleology); and his father William Bateson and his career amid the ongoing conflict between Darwinist and Lamarckian theories of evolution. In Hawaii, Bateson expressed his isolation from potential peers and research frustrations in letters to old friend and Darwin granddaughter/scholar Nora Barlow. This isolation, however, allowed Bateson to articulate a justification for scientific inquiry that was neither utilitarian nor a value-neutral pursuit of truth, but an effort to establish an accurate depiction of the relationship between nature and the human self, which he called the riddle of the Sphinx.

scholarly journals Workplace team resilience: A systematic review and conceptual development

2020 ◽  
Vol 10 (3-4) ◽  
pp. 169-200 ◽  
Author(s):  
Angelique Hartwig ◽  
Sharon Clarke ◽  
Sheena Johnson ◽  
Sara Willis
Keyword(s):  
Multilevel Model ◽  
Conceptual Development ◽  
Work Teams ◽  
Individual Level ◽  
Team Resilience ◽  
The Face ◽  
Multilevel Perspective ◽  
Personal Resilience ◽  
The Relationship ◽  
Conceptual Nature

Workplace team resilience has been proposed as a potential asset for work teams to maintain performance in the face of adverse events. Nonetheless, the research on team resilience has been conceptually and methodologically inconsistent. Taking a multilevel perspective, we present an integrative review of the workplace team resilience literature to identify the conceptual nature of team resilience and its unique value over and above personal resilience as well as other team concepts. We advance resilience research by providing a new multilevel model of team resilience that offers conceptual clarification regarding the relationship between individual-level and team-level resilience. The results of our review may form the basis for the development of a common operationalization of team resilience, which facilitates new empirical research examining ways that teams can improve their adversity management in the workplace.

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