Earticle

초록

영어

Previous research has shown that employees tend to react more positively to corrective feedback from supervisors to the extent they perceive that they were treated with empathy, respect, and concern towards fair interpersonal treatment in receiving the feedback information. Then, to facilitate effective supervisory feedback and coaching, it would be useful for organizations to monitor the contents of feedback exchanges between supervisors and employees to make sure that supervisors are providing performance feedback using languages that are more likely to be perceived as interpersonally fair. Computer-aided text analysis holds potential as a useful tool that organizations can use to efficiently monitor the quality of the feedback messages that supervisors provide to their employees. In the current study, we applied computer-aided text analysis (using closed-vocabulary text analysis) and machine learning to examine the validity of language-based algorithms trained on supervisor language in performance feedback situations for predicting human ratings of feedback interpersonal fairness. Results showed that language-based algorithms predicted feedback interpersonal fairness with reasonable level of accuracy. Our findings provide supportive evidence for the promise of using employee language data for managing (and improving) performance management in organizations.

목차

ABSTRACT
Ⅰ. Introduction
Ⅱ. Method
2.1. Sample and Procedure
2.2. Measurement of Feedback Interpersonal Fairness
2.3. Analysis of Performance Feedback Language Using Computer-Aided Text Analysis
2.4. Machine Learning Prediction
Ⅲ. Results
Ⅳ. Discussion
4.1. Contributions of the Current Study
4.2. Limitations and Future Research Directions
4.3. Concluding Comments
Acknowledgements

저자

• Jisoo Ock [ Associate Professor, Department of Business Administration, Pusan National University, Korea ] Corresponding Author
• Joyce S. Pang [ Associate Professor, Division of Psychology, Nanyang Technological University, Singapore ]

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