Feedback environment describes the feedback process within organizations (Steelman, Levy & Snell, 2004), referring to the informal day-to-day feedback interactions between a subordinate and their supervisor, or amongst a group of coworkers. Most research on feedback environment investigates a subordinate's perceptions of the informal feedback interactions they have with their supervisor. Feedback environment is conceptualized as a multi-dimensional construct, consisting of seven dimensions, including source credibility, feedback quality, feedback delivery, favorable feedback, unfavorable feedback, source availability, and promoting feedback seeking.
Feedback orientation is a semi-stable individual difference describing one's general openness to feedback (London & Smither, 2002; Linderbaum & Levy, 2010). Dimensions of feedback orientation include defensiveness (i.e., one's disdain for feedback), utility (one's belief that feedback is helpful in goal attainment), accountability (one's self-imposed obligation to use feedback), social awareness (i.e., one's sense of external pressures to respond to feedback), and feedback self-efficacy (one's perceived competence to understand and respond to feedback).
Research on feedback environment and feedback orientation has increased steadily over the past decade; however, no systematic synthesis of the feedback environment and feedback orientation literature has been conducted. We are in the process of preparing a meta-analysis on the antecedents and outcomes of feedback environment and orientation.
We are seeking unpublished data (i.e., bivariate correlations, means, sample sizes, and reliability estimates) regarding feedback environment and its dimensions, and relationships with relevant person/demographic, individual difference, contextual, and outcome variables (See our conceptual model, below).
We are also seeking unpublished data (i.e., bivariate correlations, means, sample sizes, and reliability estimates) regarding feedback orientation and its dimensions, and relationships with relevant person/demographic, individual difference, contextual, and outcome variables. For additional project information, please visit our website: https://cortrudolphlab.weebly.com/feedback-environment-meta-analysis.html
If you have conducted a study on feedback environment or feedback orientation that you think meets these criteria, please email: feedback.environment.meta@gmail.com
Sincerely,
Ian Katz
Shelly Rauvola
Cort Rudolph
SEAL Lab Team
This project has been pre-registered. Please visit our OSF page for additional information: https://osf.io/hnytc/
References:
Linderbaum, B. A., & Levy, P. E. (2010). The development and validation of the Feedback Orientation Scale (FOS). Journal of Management, 36(6), 1372-1405. doi: 10.1177/0149206310373145
London, M., & Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12(1), 81-100. doi: 10.1016/S1053-4822(01)00043-2
Steelman, L. A., Levy, P. E., & Snell, A. F. (2004). The feedback environment scale: Construct definition, measurement, and validation. Educational and psychological measurement, 64(1), 165-184. doi:10.1177/0013164403258440
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Cort Rudolph
Saint Louis University
Saint Louis MO
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