Description
Researchers lament that feedback interventions often fail. Traditional theories assume a cognitive relationship between the receipt of feedback and its impact on employee performance. I offer a theoretical model derived from Affective Events and Broaden and Build Theories to shed new light on the feedback-performance relationship.
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Contributors
- Christensen, Amanda L (Author)
- Kinicki, Angelo (Thesis advisor)
- Zhang, Zhen (Committee member)
- Hom, Peter (Committee member)
- Arizona State University (Publisher)
Date Created
The date the item was original created (prior to any relationship with the ASU Digital Repositories.)
2014
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Note
- Partial requirement for: Ph. D., Arizona State University, 2014Note typethesis
- Includes bibliographical references (p. 68-83)Note typebibliography
- Field of study: Business administration
Citation and reuse
Statement of Responsibility
by Amanda L. Christensen