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Feedback Seeking following Career Transitions
Ronda Roberts Callister, Michael W. Kramer and Daniel B. Turban
The Academy of Management Journal
Vol. 42, No. 4 (Aug., 1999), pp. 429-438
Published by: Academy of Management
Stable URL: http://www.jstor.org/stable/257013
Page Count: 10
You can always find the topics here!Topics: Employee supervision, Null hypothesis, Monitoring costs, Turbans, Information feedback, Modeling, Transfers of employees, Visors, Data collection, Questionnaires
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We examined how inquiring and monitoring for feedback from peers and supervisors changed over time for transferees. Hypotheses were grounded in uncertainty reduction and impression management theory. Results from a longitudinal study in which data were collected three times over a year indicated that monitoring for feedback from peers and supervisors remained constant over time, as did inquiry from supervisors, but that inquiry from peers declined. In addition, role clarity negatively influenced subsequent peer inquiry. Results suggest the need to examine how both uncertainty reduction and impression management concerns influence feedback seeking.
The Academy of Management Journal © 1999 Academy of Management