Perception of Feedback Constructiveness and Preferences: An Investigation of Tailoring Feedback Delivery

Abstract

This quantitative study of 412 respondents explored the relationship between personality traits and feedback reception, aiming to enhance feedback effectiveness in organizational settings. Our hypotheses investigated how emotional stability and extraversion influence the perception of critical feedback. Although our hypotheses were not statistically confirmed, patterns indicates that individuals with lower emotional stability perceive feedback as less constructive than those higher in emotional stability, and that extraverts view feedback as more constructive compared to introverts. Conversely, our exploratory analyses revealed significant associations between personality traits and feedback preferences. Individuals with low emotional stability preferred clear, broadranging and direct feedback, conscientious individuals favored constructive and direct feedback, and extraverts responded well to frequent, praise, direct and specific feedback. Agreeableness was linked to receptiveness to direct and constructive feedback, and openness was associated with a preference for delayed, direct and constructive feedback. Both low emotional stability and low agreeableness was associated with a preference for avoiding feedback from individuals with lower authority levels. The findings from this thesis suggests that personalized feedback strategies may enhance the effectiveness of the feedback. Implications of the findings and directions for future research are discussed.