Development and field test of a feedback seeking, self-efficacy, and goal setting model of work performance

By R. Renn, Donald B. Fedor. 2001

264 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ca8c1888275c4c5387002d2592ebbb0dd7eb9278

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. E. Vigoda-Gadot
2. W. Lam
3. Filip Lievens
4. P. Sackett
5. John E. Mathieu
6. Brian G. Whitaker
7. P. Levy
8. Yaping Gong

In Organizational Behavior and Human Resource Management

1. Jason J. Dahling
2. E. Vigoda-Gadot
3. Brian G. Whitaker
4. S. Chau
5. Frederick Anseel
6. Alison L. O’Malley
7. Filip Lievens
8. Mo Wang

In Social Psychology

1. Brian G. Whitaker
2. Jason J. Dahling
3. E. Vigoda-Gadot
4. S. Chau
5. Ritu Agarwal
6. Alison L. O’Malley
7. Michael Ahearne
8. Beth A. Linderbaum

Citations in the corpus

• Feedback-Seeking Behavior and Leader-Member Exchange: Do Supervisor-Attributed Motives Matter? (2007, background): “supervisor expectations (e.g., Morrison, 1993; Renn & Fedor, 2001 ).”
• The Development of a Feedback Environment and Role Clarity Model of Job Performance (2007, background): “In settings that provide employees with information pertaining to work performance and processes, Renn and Fedor (2001) found that goal setting mediated the feedback seeking−job performance link.”
• The performance effects of coaching: a multilevel analysis using hierarchical linear modeling (2009, background): “Renn and Fedor 2001 ; Sully de Luque and Sommer 2000 ).”
• To empower or not to empower your sales force? An empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance. (2005, background): “…2003) and meta-analyses (Stajkovic & Luthans, 1998) have confirmed that self-efficacy exhibits robust correlations with subsequent performance across a wide variety of settings, including sales (Brown, Cron, & Slocum, 1998; Renn & Fedor, 2001; Sujan, Weitz, & Kumar, 1994; Wang & Netemeyer, 2002).”
• Toward a Goal Orientation–Based Feedback-Seeking Typology (2014, result): “This is similar to prior studies that have combined different behavioral strategies and/or sources when examining feedback seeking (Ashford, 1986; Ashford & Black, 1996; Renn & Fedor, 2001; VandeWalle & Cummings, 1997).”
• Correlates and Consequences of Feedback Orientation in Organizations (2012, result): “Consistent with these ideas, several researchers have shown that feedback-seeking behavior is positively related to task performance (e.g., Morrison, 1993; Renn & Fedor, 2001; Whitaker et al., 2007).”
• A Self-Motives Perspective on Feedback-Seeking Behavior: Linking Organizational Behavior and Social Psychology Research (2007, background): “However, research revealed that this individual difference variable is not directly related to feedback-seeking behavior (Brown et al. 2001; Moon and Levy 2000; Renn and Fedor 2001).”
• Making Sense of a New Employment Relationship: Psychological Contract-Related Information Seeking and the Role of Work Values and Locus of Control (2005, unknown): “sense, Renn & Fedor (2001) recently found that employees who believe to have control over”
• Linking Feedback Quality and Goal Orientation to Feedback Seeking and Job Performance (2012, background): “Indeed, research suggests that to effectively regulate goal-directed behavior for the sake of successful job performance, one must acquire an accurate understanding of role expectations and performance standards ( Renn & Fedor, 2001 ; Williams & Johnson, 2000 ).”
• The Development and Validation of the Feedback Orientation Scale (FOS) (2010, background): “Seeking feedback can help employees have a more realistic view of their performance (Williams & Johnson, 2000) and contribute to their ability to improve their 1386 Journal of Management / November 2010 performance (Renn & Fedor, 2001).”
• How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior (2015, background): “This is a problematic finding for the feedback-seeking literature in light of the underlying assumption that feedback seeking is an effective strategy to enhance one’s own performance and attain work goals (e.g., Renn & Fedor, 2001).”
• Goal Setting Theory, Job Feedback, and OCB: Lessons From a Longitudinal Study (2007, background): “We also followed Locke (1968) and more recent works that established the relationship between goal setting, job feedback, and various types of organizational performance, both formal or informal ones (Bachrach et al., 2001; Klein, 2003; Klein et al., 1999; Renn & Fedor, 2001).”