The Effect of Transformational and Transactional Leadership Perceptions on Feedback‐Seeking Intentions

By P. Levy, Richard T. Cober, T. Miller. 2002

99 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c71ba52e3db10afae080fd2349d780beec59704d

How researchers see this paper

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

In Clinical Psychology

1. Filip Lievens
2. P. Sackett
3. P. Levy
4. Frederick Anseel
5. J. Gregory
6. W. Shen
7. Greet van Hoye
8. A. Saks

In Organizational Behavior and Human Resource Management

1. Frederick Anseel
2. Filip Lievens
3. J. Gregory
4. Charles Thompson
5. P. Sackett
6. P. Levy
7. W. Shen
8. Greet van Hoye

In Social Psychology

1. J. Gregory
2. Frederick Anseel
3. Filip Lievens
4. Charles Thompson
5. P. Sackett
6. P. Levy
7. W. Shen
8. Brian G. Whitaker

Citations in the corpus

• A Self-Motives Perspective on Feedback-Seeking Behavior: Linking Organizational Behavior and Social Psychology Research (2007, background): “The more credible the source, the higher the instrumental value of the feedback, and thus the more likely individuals are to seek feedback from this source (Fedor et al. 1992; Levy et al. 2002; Vancouver and Morrison 1995).”
• How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior (2015, background): “Thus, by decreasing the perceived costs that typically restrain employees from seeking feedback, transformational leadership should be related to increased FSB (Levy et al., 2002; Madzar, 2001).”
• Managing Millennials: A Framework for Improving Attraction, Motivation, and Retention (2012, background): “Previous research has shown that managers who lead with individual consideration cultivate more effective coaching relationships with their employees (Gregory & Levy, 2011) and have employees who are inclined to seek more feedback on their performance (Levy et al., 2002).”
• Challenges for the Theory and Practice of Business Coaching (2016, unknown): “…(Audet & Couteret, 2012) in the coaching and self-efficacy are important characteristics linked to positive coaching outcomes (Anderson, 2013; Baron & Morin, 2010; Berg & Karlsen, 2012; Blackman, 2006; Bozer, Sarros, & Santora, 2013; De Haan, Duckworth, Birch, & Jones, 2013; Levy et al., 2002).”