Will Individuals Who Need to Improve Their Performance the Most, Volunteer to Receive Videotaped Feedback?

Karl, Katherine; Kopf, Jerry

doi:10.1177/002194369403100304

Cited by 7 publications

(8 citation statements)

References 29 publications

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“…However, the results for self-esteem-the extent to which individuals positively evaluate their self worth-are more complex (Baumeister, 1999;Crocker & Wolfe, 2001). Karl and Kopf (1994) and Northcraft and Ashford (1990) present data in support of this position. There has also been considerable debate about the influence of self-esteem, as researchers do not agree on exactly how high versus low levels of self-esteem impact people's motivation to protect their ego.…”

Section: Ego Defense and Enhancementsupporting

confidence: 62%

“…Low self-esteem individuals, in contrast, have weak egos that need protection; their fear of negative feedback will lead them to avoid any feedback (Ashford, 1986;Ashford & Cummings, 1983). Karl and Kopf (1994) and Northcraft and Ashford (1990) present data in support of this position. Others have found that high self-esteem is associated with reduced feedback seeking (Fedor et al, 1992;Knight & Nadel, 1986) or that self-esteem has no influence on feedback seeking (Ashford, 1986;Morrison, 1993).…”

Section: Ego Defense and Enhancementmentioning

confidence: 65%

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Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations

Ashford

Blatt

Walle

2003

Journal of Management

335

514

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This paper presents and organizes the results of two decades of research on feedback-seeking behavior according to three motives: the instrumental motive to achieve a goal, the ego-based motive to protect one's ego, and the image-based motive to enhance and protect one's image in an organization. Each motive is discussed with reference to its impact on the frequency of feedback seeking, seeking method (whether by inquiry or monitoring), timing of feedback seeking, choice of the target of feedback seeking, and the topic on which feedback is sought. The role of context in influencing these patterns is also discussed. Issues in the literature are identified throughout, and the review ends by identifying five promising areas for future research.

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Section: Ego Defense and Enhancementsupporting

confidence: 62%

Section: Ego Defense and Enhancementmentioning

confidence: 65%

Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations

Ashford

Blatt

Walle

2003

Journal of Management

335

514

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“…A study by Josephs et al (1992) found that in situations where negative feedback had previously been delivered, or there was an expectation of negative feedback, low SEs became more risk averse than high SEs. Karl and Kopf (1993) found a weak positive correlation between SE and feedback seeking. Feedback seeking in this case was choosing to review a videotape of a class presentation.…”

Section: Self-esteem and Feedback Seekingmentioning

confidence: 92%

“…Self-efficacy -Self-esteem Interactions in Relation to Feedback Seeking Expectations of positive feedback appear to lead high efficacy subjects to be more likely to seek out ability relevant feedback. Studies have found a positive relationship between efficacy and choice of tasks that provide immediate feedback (Brown, 1990), as well as a positive relationship between efficacy and actual feedback seeking (Northcraft & Ashford, 1990;Karl & Kopf, 1993). However, Jatulis and Newman (1991) found that low efficacy persons reported a greater need for information and a greater need to talk to others in a decision making situation.…”

Section: Self-esteem and Feedback Seekingmentioning

confidence: 99%

The Role of Self-Esteem and Self-Efficacy in Detecting Responses to Feedback

Davis¹,

Fedor²

1998

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Our research on the relationships between individual differences, feedback seeking, and reactions to feedback sought to identify and clarify the existing state of knowledge concerning these relationships. We identified five individual difference variables that have historically been included in empirical feedback studies. These are: self-esteem, self-efficacy, locus of control, achievement need, and tolerance for ambiguity. Within the identified research, feedback-related responses were classified into five categories: affective reactions to feedback (e.g., satisfaction with the feedback), cognitive reactions to feedback (e.g., perceived accuracy), feedback monitoring (i.e., using indirect methods such as observing others to gain some performance information), feedback seeking (i.e., asking others for feedback), and other behaviors (often including performance following the receipt of feedback). The results of this investigation are summarized in Appendices A through E. In each appendix, the relationship between individual difference and the responses given above are outlined. More specifically, the results for self-esteem are contained in Appendix A, for self-efficacy in Appendix B, for locus of control in Appendix C, for tolerance for ambiguity in Appendix D, and need for achievement in Appendix E. The literature search and review revealed that much of the available empirical literature has focused on either self-esteem or self-efficacy. Due to the widespread interest in these two individual differences, and the fact that they are qualitatively different (as explained below), we decided to conduct a more extensive evaluation and exploration of them within the context of performance feedback. This evaluation resulted in the present technical report. It provides a close examination of the relationships between self-esteem, self-efficacy, feedback seeking, and reactions to feedback. Furthermore, specific testable propositions are developed in order to identify directions for future research. Our review indicated that despite the large number of studies addressing individual difference-feedback related behavior relationships, the precise role of these variables is still unclear. The more targeted review of the self-esteem and self-efficacy literature is also instructive because it highlights the role of two very different types of variables that might affect reactions to feedback and feedback seeking. Self-esteem is a personality trait variable that develops early in life. It refers to a general belief in one's own self-worth. A person's self-esteem level tends to remain fairly consistent over time. Therefore, while self-esteem may affect one's reactions to feedback and one's desire for feedback, self-esteem itself tends not to be affected by any one particular feedback incident. In contrast, self-efficacy is a situationally-specific belief about one's ability to perform at a specific level given a particular performance situation. Self-efficacy not only affects one's desire for and reactions to feedback, but may i...

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“…In addition, this strategy reduces the anxiety and perceived social costs of speakers, and increases the positive appraisals of the performance [8,9]. However, people with public speaking anxieties usually have low self-esteem and little self-confidence, and they are more likely to avoid videotaped feedback because they are unwilling to watch their own performance [10].…”

Section: Introductionmentioning

confidence: 99%

Virtual Reality as a Reflection Technique for Public Speaking Training

et al. 2021

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Video recording is one of the most commonly used techniques for reflection, because video allows people to know what they look like to others and how they could improve their performance, but it is problematic because some people easily fall into negative emotions and worry about their performance, resulting in a low benefit. In this study, the possibility of applying a simple VR-based reflection method was explored. This method uses virtual reality (VR) and a head-mounted display (HMD) to allow presenters to watch their own presentations from the audience’s perspective and uses an avatar, which hides personal appearance, which has low relevance to the quality of presentation, to help reduce self-awareness during reflection. An experimental study was carried out, considering four personal characteristics—gender, personal anxiety, personal confidence and self-bias. The goal of this study is to discuss which populations can benefit more from this system and to assess the impact of the avatar and HMD-based VR. According to the results, the individuals with low self-confidence in their public speaking skills could benefit more on self-evaluation from VR reflection with HMD, while individuals with negative self-bias could reduce more anxiety by using an avatar.

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Will Individuals Who Need to Improve Their Performance the Most, Volunteer to Receive Videotaped Feedback?

Cited by 7 publications

References 29 publications

Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations

Reflections on the Looking Glass: A Review of Research on Feedback-Seeking Behavior in Organizations

The Role of Self-Esteem and Self-Efficacy in Detecting Responses to Feedback

Virtual Reality as a Reflection Technique for Public Speaking Training

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