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Considering employee sexism in the feedback-seeking process: The importance of supervisor characteristics

Zelin, Alexandra I
http://orcid.org/0000-0002-4037-6905
http://rave.ohiolink.edu/etdc/view?acc_num=akron1491929131256958

Abstract Details

2017, Doctor of Philosophy, University of Akron, Psychology-Industrial/Organizational.
Feedback-seeking within the workplace is imperative for employee success. Much of the extant research on predicting feedback-seeking behavior of employees relates to job-oriented variables such as motives, goal orientation, attitudes toward feedback, role ambiguity, and the source of the feedback. The present study incorporated yet unstudied, important variables from the Social Psychology literature which could impact feedback-seeking behaviors in the workplace: an employee’s level of both explicit and implicit sexism, and the behavioral “match” of supervisor gender with supervisor behaviors. As the number of women managers in the workplace increases, the need to measure both implicit and explicit sexism to determine the effect of these attitudes on employee behaviors also grows. Further, experience suggests that not all men and women act in accordance with their gender-prescribed roles. However, as evidenced in previous research, some behaviors are seen as more appropriate for management (e.g., masculine behaviors) and may also influence people’s perceptions of their supervisors’ ability to provide feedback. The present study investigated the influence of employee sexism, supervisor gendered behavior (i.e., matching with gender-prescribed behavior), and employee motives in relation to feedback-seeking behaviors from both one’s supervisor and another person within the organization. As outcomes of feedback-seeking behaviors are also important, the present study investigated employees’ levels of stress and anxiety in relation to feedback-seeking behaviors. A sample of 280 student employees working over 20 hours per week participated via an online survey. Study results indicated that perceptions of supervisor gender-normative behavior and employee sexism interacted with individual motives for seeking feedback in determining actual feedback-seeking behavior.
Joelle Elicker, Ph.D. (Advisor)
Paul Levy, Ph.D. (Committee Member)
Andrea Snell, Ph.D. (Committee Member)
Jennifer Stanley, Ph.D. (Committee Member)
Steven Ash, Ph.D. (Committee Member)
201 p.
Psychology

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Citations

  • Zelin, A. I. (2017). Considering employee sexism in the feedback-seeking process: The importance of supervisor characteristics [Doctoral dissertation, University of Akron]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=akron1491929131256958

    APA Style (7th edition)

  • Zelin, Alexandra. Considering employee sexism in the feedback-seeking process: The importance of supervisor characteristics. 2017. University of Akron, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=akron1491929131256958.

    MLA Style (8th edition)

  • Zelin, Alexandra. "Considering employee sexism in the feedback-seeking process: The importance of supervisor characteristics." Doctoral dissertation, University of Akron, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=akron1491929131256958

    Chicago Manual of Style (17th edition)

akron1491929131256958
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© 2017, all rights reserved.
This open access ETD is published by University of Akron and OhioLINK.