Performance improvement efforts in response to negative feedback: the roles of source power and recipient self-esteem

By Donald B. Fedor, W. Davis, J. Maslyn, Kieran Mathieson. 2001

141 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/62f612aa5efa1e981137fa9df25f620753d201ca

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Sharon K. Parker
2. Valerie J. Shute
3. M. Tims

In Organizational Behavior and Human Resource Management

1. M. Tims
2. Sharon K. Parker
3. Arnold B. Bakker
4. Valerie J. Shute
5. Evangelia Demerouti
6. Daantje Derks
7. Wilmar B. Schaufeli
8. Jos Akkermans

In Sociology and Political Science

1. M. Tims
2. Sharon K. Parker
3. Valerie J. Shute

Citations in the corpus

• Focus on Formative Feedback (2008, background): “too controlling or critical of the learner (Baron, 1993; Fedor et al., 2001).”
• Focus on Formative Feedback (2007, background): “In addition, do not provide feedback that is either too controlling or critical of the learner (Baron, 1993; Fedor et al., 2001).”
• How coworkers attribute, react to, and shape job crafting (2019, background): “Moreover, the job crafter may view the feedback of the lower social status coworker as lacking credibility and ignore the feedback (cf. Fedor et al., 2001), and they may likely expect the lower status individual to adapt to their behavior rather than the other way around (cf. Copeland, 1994).”