The Development and Validation of the Feedback Orientation Scale (FOS)

Abstract

The 21st century has been marked by a focus on employee development and continuous learning to engage and retain employees. To stay competitive, organizations must to move away from a one-size-fits-all approach to employee development. Organizations are challenged to understand the unique needs and motivators of each individual. Effectively using performance feedback in a way that addresses individual differences can be a competitive advantage to support engaging work environments. Given the impact of the feedback recipient on the feedback process, it is important to understand individual differences in how people respond to feedback. Feedback orientation, a construct proposed by London and Smither, is an individual’s overall receptivity to feedback. The current research developed and validated a multidimensional measure of feedback orientation. This new instrument will be a valuable tool for researchers and practitioners to better understand individual differences in the feedback process.

Social sustainability in the supply chain: Construct development and measurement validation

“…To identify, develop, and validate SCSS measures we used both qualitative and quantitative methods (Churchill's, 1979;Linderbaum and Levy, 2010). Firstly, we reviewed the literature (Rowley and Slack, 2004;Chen et al, 2014;Gunasekaran et al, 2015) on sustainability, social sustainability, operations management, sustainable development and CSR.…”

Enhancing Project Funding Decision Quality

“…The 21 experts also made 48 suggestions to improve the clarity and readability of the items. We used two measures suggested by Anderson and Gerbing (1991) and used by Linderbaum and Levy (2010) to test the level of agreement of the experts with the proposed two dimensions: (1) substantive agreement, meaning the proportion of respondents who assign an item to its intended dimension and with a minimum cut off value of 0.7; (2) substantive validity coefficient, meaning the extent to which respondents assign an item to its posited construct than other construct, with a cut off value of 0.5.…”

Construction and Application of Radical Candor: Efficiency of Criticism at Work

“…Radical candor may also show a positive effect on ability of feedback-givers to positively respond to feedback-seeking, and we recommend the use of a feedback-seeking promotion subscale on feedback orientation scale to assess this effect (Steelman & Levy, 2004). Future studies may also find interesting results in the case of overall impact of radical candor intervention on the ability of organizational members to use, apply and be confident in the obtained feedback that may be assessed by a feedback orientation scale (FOS) (Linderbaum & Levy, 2010).…”

“…Contemporary organizations operate in an increasingly complex and uncertain environment, and development of informal feedback may help them develop the flexibility and learning skills necessary to deal with unexpected events (Heifetz, Grashow & Linsky, 2009;Ashford, De Stobbeleir & Nujella, 2016). Organizations also need to react to growing fluctuations in the labor market and correct facilitation of informal feedback may help them raise the loyalty and satisfaction of employees as it represents an efficient form of employee development (Linderbaum & Levy, 2010).…”