To Seek or Not to Seek: The Relationship Between Help Seeking and Job Performance Evaluations as Moderated by Task‐Relevant Expertise

By Arie Nadler, Shmuel Ellis, I. Bar. 2003

117 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/d9a8e83ad85c3c3589d543bfaadc73bbf71f33a6

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. Bo Feng
2. Erina L. MacGeorge
3. Jennifer S. Mueller

In Organizational Behavior and Human Resource Management

1. Andrew J. Nelson
2. Rosanne Siino
3. Stine Grodal
4. Jennifer S. Mueller

In Social Psychology

1. Bo Feng
2. Stine Grodal
3. Erina L. MacGeorge
4. Jennifer S. Mueller
5. Brant R. Burleson

Citations in the corpus

• Help-Seeking and Help-Giving as an Organizational Routine: Continual Engagement in Innovative Work (2015, background): “…only answers a call in the literature to better represent the help-seeker’s perspective (Bamberger, 2009), but also moves beyond the clean distinction between help-“seekers” and help-“givers” that has been a core assumption in the existing literature (e.g., Ames et al., 2004; Nadler et al., 2003).”
• Why individuals in larger teams perform worse (2012, background): “Even though help seeking results in performance benefits (Nadler et al., 2003), employees often refrain from seeking help to avoid the potential costs (DePaulo & Fisher, 1980; Lee, 1997, 2001, 2002).”
• Predicting Receptiveness to Advice: Characteristics of the Problem, the Advice-Giver, and the Recipient (2006, background): “Similarly, Nadler, Ellis, and Bar ( 2003 ) found that employees tended to seek more help from their superiors (who are presumably more expert) than from their coworkers.”