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One Size Does Not Fit All: A Review of How Personal Influences Affect Workplace Feedback Processes

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Feedback at Work

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Abstract

Over the past few decades, researchers have considered how a number of between-person differences (i.e., personal influences) impact workplace feedback processes. This chapter provides a review of research that has examined various personal influences (i.e., personality traits, demographics variables, and other individual differences) in relation to three critical aspects of the feedback process (i.e., feedback-seeking behavior, recipient reactions to feedback, and feedback giving), with a primary focus on identifying and describing research trends and gaps in this literature. Drawing from our review, we provide suggestions for practitioners who are interested in enhancing the effectiveness of feedback processes in organizations.

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Authors and Affiliations

  1. Department of Management, Sam M. Walton College of Business, University of Arkansas, Fayetteville, AR, USA

    Emily S. Corwin, Lauren S. Simon & Christopher C. Rosen

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  1. Emily S. Corwin
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  2. Lauren S. Simon
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Correspondence to Christopher C. Rosen .

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  1. School of Psychology, Florida Institute of Technology, Melbourne, FL, USA

    Lisa A. Steelman

  2. Department of Psychology, Indiana University, Purdue University Indianapolis, Indianapolis, IN, USA

    Jane R. Williams

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Corwin, E.S., Simon, L.S., Rosen, C.C. (2019). One Size Does Not Fit All: A Review of How Personal Influences Affect Workplace Feedback Processes. In: Steelman, L.A., Williams, J.R. (eds) Feedback at Work. Springer, Cham. https://doi.org/10.1007/978-3-030-30915-2_11

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