Den feedback jag får stämmer överens med hur jag uppfattar mig själv i arbetet
7.3 Vidare forskning
Förslag på vidare forskning är att kvantitativt studera feedback på arbetsplatser med större urval för att få ytterligare förståelse och kunskap. Ett ytterligare förslag är att undersöka i andra företag om manliga medarbetare upplever mer feedback som har ett konstruktivt innehåll än kvinnliga medarbetare. Även om männen upplever att de får mer beröm. Om det uppstår skillnader är ett förslag att undersöka och fastställa orsakerna. All forskning i den teoretiska bakgrunden i studien är utförd utanför Sveriges gränser, vilket leder till ett förslag på mer forskning inom Sverige för att undersöka feedback.
35
Referenser
Anseel, F., & Lievens, F. (2007). The Long-Term Impact of the Feedback Environment on Job Satisfaction: A Field Study in a Belgian Context. Applied Psychology, 56(2), 254-266.
Baruch, Y. (1999). Response Rates in Academic Studies: A Comparative Analysis.
Human Relations, 52:421-434.
Bauer, T. N., & Green, S. G. (1998). Testing the Combined Effects of Newcomer Information Seeking and Manager Behavior on Socialization. Journal of Applied
Psychology, 83(1), 72-83.
Belschak, F., & Den Hartog, D. (2009). Consequences of Positive and Negative
Feedback: The Impact on Emotions and Extra-Role Behaviors. Applied Psychology,
58(2), 274-303.
Berntson, E., Bernhard-Oettel, C., Hellgren, J., Näswall, K., & Sverke, M. (2016). Enkätmetodik. Stockholm: Natur & kultur.
Bryman, A. (2011). Samhällsvetenskapliga metoder. Malmö: Liber.
Bryman, A., & Cramer, D. (2011). Quantitative data analysis with IBM SPSS 17, 18 &
19. A guide for social scientists. London: Routledge.
Carstensen, L. L. (1991). Selectivity theory: Social Activity in Life-span Context. In K. W. Schaie (Ed.), Annual Review of Gerontology and Geriatrics (Vol. 11, pp. 195– 217). New York, NY: Springer.
Carstensen, L. (1992). Social and Emotional Patterns in Adulthood: Support for Socioemotional Selectivity Theory. Psychology and Aging, 7(3), 331-338. Cohen, J. (1988). Statistical Power Analysis for the Behavioral Sciences (2. uppl.).
Hillsdale, NJ, USA: Lawrence Erlbaum Associates.
Den Nasjonale forskningsetiske komité for samfunnsvitenskap og humaniora. (2016).
Forskningsetiske retningslinjer for samfunnsvitenskap, humaniora, juss og teologi.
Oslo: De nasjonale forskningsetiske komiteene. Tillgänglig via:
https://www.etikkom.no/forskningsetiske-retningslinjer/Samfunnsvitenskap-jus-og- humaniora/
Drory, A., & Ritov, I. (1997). Effects of Work Experience and Opponent’s Power on Conflict Management Styles. International Journal of Conflict Management, 8(2), 148-161.
Eagly, A. H., & Johnson, B. T. (1996). Gender and Leadership Style A Meta-Analysis. In R. M. Steers, L. W. Porter, & G. A. Bigley (Eds.), Motivation and Leadership at
36
Egidius, H. (2009). Pedagogik för 2000-talet. (5. uppl.). Stockholm: Natur & kultur. Entergate AB. (2018). esMaker Version 3.0, https://entergate.se
Gabriel, A., Frantz, N., Levy, P., & Hilliard, A. (2014). The Supervisor Feedback Environment is Empowering, But Not All the Time: Feedback Orientation as a Critical Moderator. Journal of Occupational and Organizational Psychology, 87(3), 487-506.
Geddes, D., & Baron, R. (1997). Workplace Aggression as a Consequence of Negative Performance Feedback. Management Communication Quarterly, 10(4), 433. Guo, Y., Liao, J., Liao, S., & Zhang, Y. (2014). The Mediating Role of Intrinsic
Motivation on the Relationship Between Developmental Feedback and Employee Job Performance. Social Behavior and Personality: An International Journal, 42(5), 731. Hackman, R. J., & Oldham, G.R. (1976). Motivation through the Design of Work: Test
of a Theory. Organizational Behavior and Human Performance, 16, 250-279. Hibbert, S. (2013). Giving Effective Employee Feedback. In Practice, 35(3), 149-151. Hillman, L. W., Schwandt, D. R., & Bartz, D. E. (1990). Enhancing Staff Members’
Performance Through Feedback and Coaching. The Journal of Management
Development, 9(3), 20–27.
Ilgen, D. R., Fisher, C. D., & Taylor, M. S. (1979). Consequences of Individual Feedback on Behavior in Organizations. Journal of Applied Psychology, 64(4), 349-371. Jacobsen, D. I. (2017). Hur genomför man undersökningar? Lund: Studentlitteratur AB. Johnson, M., & Helgeson, V. (2002). Sex Differences In Response To Evaluative
Feedback: A Field Study. Psychology of Women Quarterly, 26(3), 242-251. Kanfer, R., & Ackerman, P. L. (2004). Aging, Adult Development, and Work
Motivation. The Academy of Management Review, 29(3), 440-458.
Kingsley Westerman, C., & Westerman, D. (2010). Supervisor Impression Management: Message Content and Channel Effects on Impressions. Communication Studies,
61(5), 585-601.
Krasman, J. (2013). Putting Feedback-Seeking into “Context”: Job Characteristics and Feedback-Seeking Behaviour. Personnel Review, 42(1), 50-66.
Kunich, J.C. & Lester, R.I. (1996). Leadership and the Art of Feedback: Feeding the Hands that Back Us. The Journal of Leadership Studies, 3(4), 3-22.
Kylén, J. (2004). Att få svar: Intervju, enkät, observation. Stockholm: Bonnier Utbildning.
37
Lizzio, A., Wilson, K., & MacKay, L. (2008). Managers’ and Subordinates’ Evaluations of Feedback Strategies: The Critical Contribution of Voice 1. Journal of Applied
Social Psychology, 38(4), 919-946.
London, M. (1997). Job feedback: Giving, seeking, and using feedback for performance
im- provement. Hillsdale, NJ: Lawrence Erlbaum.
Longenecker, C., & Nykodym, N. (1996). Public Sector Performance Appraisal Effectiveness: A Case Study. Public Personnel Management, 25(2), 151. Nancherla, A. (2009). Please Boss Me Around. T D, 63(12), 22.
Nilsson, P., Wallo, A., Rönnqvist, D., & Davidson, B. (2011). Human resource
development: Att utveckla medarbetare i organisationer. Lund: Studentlitteratur.
Norris-Watts, C., & Levy, P. (2004). The Mediating Role of Affective Commitment in the Relation of the Feedback Environment to Work Outcomes. Journal of Vocational
Behavior, 65(3), 351-365.
O’malley, A., & Gregory, J. (2011). Don't Be Such a Downer: Using Positive
Psychology to Enhance the Value of Negative Feedback. The Psychologist-Manager
Journal, 14(4), 247-264.
Organ, D.W., & Paine, J.B. (1999). A New Kind of Performance for Industrial and Organizational Psychology: Recent Contributions to the Study of Organizational Citizenship Behavior. In C.L. Cooper, & I.T. Robertson (Eds.), International Review
of Industrial and Organizational Psychology (Vol. 14, pp. 337–368). New York:
Wiley and Sons.
Peng, J., & Chiu, S. (2010). An Integrative Model Linking Feedback Environment and Organizational Citizenship Behavior. The Journal of Social Psychology, 150(6), 582- 607.
Pritchard, R. D., Jones, S. D., Roth, P. L., Stuebing, K. K., & Ekeberg, S. E. (1988). Effects of Feedback, Goal Setting, and Incentives on Organizational Productivity.
Journal of Applied Psychology, 73(2), 337.
Steelman, L. A., Levy, P. E., & Snell, A. F. (2004). The Feedback Environment Scales (FES): Construct Definition, Measurement and Validation. Educational and
Psychological Measurement, 64(1), 165-184.
Vetenskapsrådet. (2002). Forskningsetiska principer inom humanistisk-
samhällsvetenskaplig forskning. Stockholm: Vetenskapsrådet.
Wang, M., Burlacu, G., Truxillo, D., James, K., Yao, X., & Chen, G. (2015). Age
Differences in Feedback Reactions: The Roles of Employee Feedback Orientation on Social Awareness and Utility. Journal of Applied Psychology, 100(4), 1296-1308. Wong, M., Gardiner, E., Lang, W., & Coulon, L. (2008). Generational Differences in
38
Workplace? Journal of Managerial Psychology, 23(8), 878 – 890.
Zheng, X., Diaz, I., Jing, Y., & Chiaburu, D. (2015). Positive and Negative Supervisor Developmental Feedback and Task-Performance. Leadership & Organization
Development Journal, 36(2), 212-232.
Zhou, J. (2003). When the Presence of Creative Coworkers is Related to Creativity: Role of Supervisor Close Monitoring, Developmental feedback, and Creative personality.
Journal of Applied Psychology, 88(3), 413-422.