All risk and no reward: How benevolent and hostile sexism undermine women's development through feedback seeking

Anderson, Heather

All risk and no reward: How benevolent and hostile sexism undermine women's development through feedback seeking

dc.contributor.advisor	Bolino, Mark
dc.contributor.author	Anderson, Heather
dc.contributor.committeeMember	Bradley, Bret
dc.contributor.committeeMember	Connelly, Shane
dc.contributor.committeeMember	Shaffer, Margaret
dc.contributor.committeeMember	Sharfman, Mark
dc.date.accessioned	2018-11-01T16:12:57Z
dc.date.available	2018-11-01T16:12:57Z
dc.date.issued	2018-12-14
dc.date.manuscript	2018
dc.description.abstract	For nearly three decades, researchers have investigated a myriad of proactive behaviors in organizations, including feedback seeking. In general, feedback seeking and other forms of proactive behavior are believed to be beneficial for both the employee and organization, however, scholars have recently begun to recognize that proactive behavior may also have a dark side. Presuming that employees who seek feedback will be rewarded with valuable information about their performance at work and that employees will seek feedback when its benefits outweigh its costs, most researchers have focused on the antecedents of feedback seeking. This research suggests that employees who seek feedback risk being perceived unfavorably by others, but this assumption has only been investigated indirectly. In addition, researchers have rarely considered factors which may increase the image risk that some employees face. Specifically, because of gender stereotypes, feedback seeking may be riskier for women than for men, especially when women seek feedback from targets who hold sexist beliefs. Lastly, the feedback seeking literature rests upon the assumption that seekers will receive feedback that is informative and helpful. Studies assessing the relationship between feedback and performance improvement have yielded mix results, indicating that not all feedback may be of equal value. Research on sexism and gender stereotypes suggests that women who seek feedback may receive feedback that is less beneficial than the feedback men receive. Thus, in this dissertation, I seek to further our understanding of potential downsides of proactive behavior through an investigation of the actual costs and benefits of feedback seeking.	en_US
dc.identifier.uri	https://hdl.handle.net/11244/301993
dc.language	en_US	en_US
dc.subject	feedback seeking	en_US
dc.subject	proactive behavior	en_US
dc.subject	ambivalent sexism	en_US
dc.subject	feedback	en_US
dc.thesis.degree	Ph.D.	en_US
dc.title	All risk and no reward: How benevolent and hostile sexism undermine women's development through feedback seeking	en_US
ou.group	Michael F. Price College of Business	en_US
shareok.nativefileaccess	restricted	en_US
shareok.orcid	0000-0002-8947-6480	en_US