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.

Reuse Permissions
  • Downloads
    pdf (922.2 KB)

    Download count: 0

    Details

    Contributors
    Date Created
    2014
    Resource Type
  • Text
  • Collections this item is in
    Note
    • Partial requirement for: Ph. D., Arizona State University, 2014
      Note type
      thesis
    • Includes bibliographical references (p. 68-83)
      Note type
      bibliography
    • Field of study: Business administration

    Citation and reuse

    Statement of Responsibility

    by Amanda L. Christensen

    Machine-readable links