A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance.

By Richard P. DeShon, Steve W. J. Kozlowski, A. Schmidt, K. R. Milner, D. Wiechmann. Journal of Applied Psychology, 2004

606 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f10233e2b94e1f1e91f65dcf266d853a785d1e0c

How researchers see this paper

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

In Management Science and Operations Research

1. Steve W. J. Kozlowski
2. John E. Mathieu
3. Nancy J. Cooke
4. Gilad Chen
5. M. Hilton
6. C. Behavioral
7. Bradford S. Bell
8. Georgia T Chao

In Social Psychology

1. Steve W. J. Kozlowski
2. John E. Mathieu
3. D. van Knippenberg
4. M. Schippers
5. M. Maynard
6. Lucy L. Gilson
7. Amy C. Edmondson
8. Gilad Chen

Citations in the corpus

• Diversity in goal orientation, team reflexivity, and team performance (2011, methodology): “While the rationale for this approach is clear and supported by both research in goal orientation (DeShon et al., 2004) and research in individual differences in teams more generally (Barrick, Stewart, Neubert, & Mount, 1998; Bell, 2007), a focus on goal orientation in teams also introduces a dimens”
• Advancing research on team process dynamics (2015, methodology): “…2010a, 2010b), motivational and affective factors (i.e., team cohesion, efficacy, potency, trust, and conflict; Dierdorff, Bell, & Belohlav, 2011; Langfred, 2007), and behavioral factors (i.e., team process behaviors, regulation, and adaptation; Chen et al., 2009; DeShon et al., 2004).”
• Leadership team cohesiveness and team performance (2006, background): “Over the past decade or so, organizations have begun to use teams to a much greater extent ( DeShon et al. , 2004”
• Trait Goal Orientation, Self-Regulation, and Performance: A Meta-Analysis (2011, methodology): “For the metaanalysis, variables relating to collecting information about the consequences of one’s actions such as the cost or value, of feedback (e.g., Brett and Atwater 2001; VandeWalle et al. 2000) or feedback seeking (e.g., DeShon et al. 2004 ) were considered measures of self-monitoring.”
• A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity (2013, background): “Once developed, the shared perception of a team goal orientation has important implications for team processes and outcomes (Deshon et al., 2004).”
• The Dynamics of Emergence: Cognition and Cohesion in Work Teams (2012, background): “First, we explicate team learning as a dynamic, multilevel, regulation-based composition process (DeShon et al., 2004) and then address a more recent conceptualization of team learning as a dynamic macrocognitive process (Fiore et al.”
• How Authentic Leadership Influences Team Performance: The Mediating Role of Team Reflexivity (2017, background): “Similarly, team regulatory processes can manifest in many different forms, including team monitoring (DeShon et al., 2004), tracking progress towards collective goal accomplishment (Rapp et al.”
• Enhancing the Effectiveness of Work Groups and Teams (2006, methodology): “feedback—at the team level is not nearly so well developed (DeShon et al., 2004).”
• Effects of guided reflexivity and team feedback on team performance improvement: The role of team regulatory processes and cognitive emergent states (2015, methodology): “Consistent with assumptions, field and laboratory studies have provided evidence that team feedback has a positive impact on team processes and outcomes (e.g., DeShon et al., 2004; Geister et al., 2006; Hinsz, Tindale, & Vollrath, 1997; Schippers et al., 2013).”