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Empowered self-development and continuous learning
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DOI：10.1002/(SICI)1099-050X(199921)38:1<3::AID-HRM2>3.0.CO;2-M.png)
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摘要
En 中文
Organizational changes are creating the need for continuous learning environments that support employees' self-development. Self-development means seeking and using feedback, setting development goals, engaging in developmental activities, and tracking progress on one's own. This assumes that people are capable not only of monitoring their own behaviors, but also of recognizing which behaviors and outcomes are most favorable and desirable. Drawing on self-determination theory, this article shows how organizations can encourage self-development by providing nonthreatening performance feedback, ensuring behavioral choices for learning, encouraging feedback seeking, and rewarding participation in learning activities and other self-determined behavior. (C) 1999 John Wiley & Sons, Inc.
Keyword:
FEEDBACK SEEKING
PERFORMANCE
WORK
CONCEPTIONS
MANAGEMENT
ABILITY
IMPACT
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被引数:
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The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory反馈干预对绩效的影响: 历史回顾，荟萃分析和初步反馈干预理论.png)
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