@inproceedings{01JCTC5JS386X5DBJX9ARRW2PD,
  abstract     = {{Feedback is often assumed to be beneficial for individuals’ performance. However, this has been proven to not always be the case. In fact, feedback often seems to have no effect or even a deteriorating effect on performance (Kluger & DeNisi, 1996; Tseng et al., 2019). Scholars have, while researching the effectiveness of feedback interactions, looked into several explanatory factors, among which personal characteristics, contextual aspects, and properties of the feedback source or the feedback itself (Ilgen et al., 1979; Kluger & DeNisi, 1996). However, while feedback processing at the intra-individual level will most likely affect to which extent feedback will be effective, the individual differences in feedback processing skills have not been researched to this day. Processing feedback requires a lot of cognitive resources and individuals differ in their information processing skills (Ackerman, 1987). This implies that, while supervisors provide their employees with usable feedback, not every employee has the ability and skills to process this feedback and use it to improve their performance.
Therefore, we introduce the concept of ‘employee feedback literacy’. Similar to other literacy concepts, such as information literacy (Widén & Karim, 2017), employee feedback literacy is defined and characterized by three dimensions: receiving, processing, and using information and, in this case, performance feedback. Thus, we define employee feedback literacy as ‘the ability to receive, process, and act upon performance feedback at work’. This means that a feedback-literate employee has the necessary skills and is able to: 1) seek, recognize, accept, and evaluate feedback, 2) reflect on feedback and seek the necessary information to process feedback accurately, and 3) use the feedback to improve their performance, set new goals and monitor their progress.}},
  author       = {{Mertens, Shana and Schollaert, Eveline}},
  booktitle    = {{EAWOP Congress : the future is now : the changing world of work, Book of abstracts}},
  language     = {{eng}},
  location     = {{Katowice, Poland}},
  publisher    = {{European Association of Work and Organizational Psychology (EAWOP)}},
  title        = {{Mapping employees’ individual feedback processing skills : the conceptualization of employee feedback literacy}},
  year         = {{2023}},
}