Hoe interpreteren leidinggevenden het feedback-zoekend gedrag van hun medewerkers? Een onderzoek naar de impact van de prestatiehistoriek van de zoeker, kenmerken van het zoekgedrag en de ontwikkelingsvisie van de leidinggevende

This study examined how the pattern of feedback seeking affects how feedback-seeking behaviour is evaluated in organisations. Controlling for the performance history of the feedback seeker, we studied how the type of the sought feedback (strengths versus weaknesses) and the frequency of seeking (frequent versus occasional) affect targets' impressions of feedback seekers and their seeking. We also assessed how the targets' implicit person theory and their attributions for feedback seeking affect the relationship between feed back-seeking behaviour and targets' impressions. Results show that targets' attributions for feedback seeking are one of the underlying mechanisms for why feedback seeking behaviour affects important individual outcomes in organizations and that the targets' implicit person theory is a relevant moderator of these effects