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dc.contributor.authorKuvaas, Bård
dc.contributor.authorBuch, Robert
dc.contributor.authorDysvik, Anders
dc.date.accessioned2017-08-01T13:02:37Z
dc.date.available2017-08-01T13:02:37Z
dc.date.created2015-12-14T20:00:35Z
dc.date.issued2016
dc.identifier.citationHuman Resource Management. 2016, 56 (3), 519-531.nb_NO
dc.identifier.issn0090-4848
dc.identifier.urihttp://hdl.handle.net/11250/2449638
dc.descriptionThe accepted and peer reviewed manuscript to the article cited below. It may contain minor differences from the journal's pdf version.nb_NO
dc.description.abstractIn the present study, we investigated the relationship between perceived constructiveness and perceived immediacy and frequency of supervisor performance feedback and work performance. In two pilot studies, we obtained support for the two-dimensionality of our measure of supervisor performance feedback. In the main study, perceived constructiveness of supervisor performance feedback and work performance was positively related when perceived immediacy and frequency of supervisor performance feedback was high. We discuss theoretical and practical implications and directions for future researchnb_NO
dc.language.isoengnb_NO
dc.publisherWileynb_NO
dc.subjectFeedbacknb_NO
dc.subjectWork performancenb_NO
dc.titleConstructive Supervisor Feedback is Not Sufficient: Immediacy and Frequency is Essentialnb_NO
dc.typeJournal articlenb_NO
dc.typePeer reviewednb_NO
dc.description.versionacceptedVersionnb_NO
dc.source.pagenumber519-531nb_NO
dc.source.volume56nb_NO
dc.source.journalHuman Resource Managementnb_NO
dc.source.issue3nb_NO
dc.identifier.doi10.1002/hrm.21785
dc.identifier.cristin1300676
dc.description.localcodeForfatter versjon, 2nb_NO
dc.description.localcode2,forfatterversjon
cristin.unitcode158,4,0,0
cristin.unitnameInstitutt for ledelse og organisasjon
cristin.ispublishedtrue
cristin.fulltextpostprint
cristin.qualitycode2


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