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Abstract
The purpose of this study was to examine the relationship between need for achievement, self-monitoring, and feedback seeking in organizations. Specifically, this research was designed to test whether or not self-monitoring moderates the relationship between need for achievement and the frequency with which individuals engage in each of two feedback-seeking strategies; namely, eliciting and monitoring. One hundred employees from three large financial institutions completed surveys that measured self-monitoring, need for achievement, and frequency of engaging in each of the two feedback-seeking strategies.
The results of this study indicated that feedback seeking is influenced by both need for achievement and self-monitoring. The findings did not support the prediction that self-monitoring moderates the relationship between need for achievement and the frequency with which individuals engage in eliciting or monitoring for feedback. The implications of the findings and suggestions for future research are discussed.
