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|Title: ||Effects of emoticons on the acceptance of negative feedback in a virtual team|
|Other Titles: ||Biao qing fu dui xu ni tuan dui zhong fu mian ping jia jie shou du zhi ying xiang|
|Authors: ||Zhao, Yi (趙易)|
|Department: ||Department of Information Systems|
|Degree: ||Master of Philosophy|
|Issue Date: ||2010|
|Publisher: ||City University of Hong Kong|
|Subjects: ||Virtual work teams.|
Communication in organizations.
Teams in the workplace -- Computer networks.
|Notes: ||CityU Call Number: HD66 .Z47 2010|
vii, 78 leaves : ill. 30 cm.
Thesis (M.Phil.)--City University of Hong Kong, 2010.
Includes bibliographical references (leaves 62-70)
|Abstract: ||In virtual teams, delivering negative performance feedback is very common and
unavoidable, because it helps improve both individual and team performance.
However, due to the negative feedback’s face-threatening nature, people usually
feel uncomfortable and become defensive when receiving negative feedback. This
problem is especially salient in virtual teams where many effective nonverbal
strategies (aka facework) such as smile can not be used to alleviate the face-threats
caused by negative feedback. Therefore, this research investigates how to deliver
negative feedback effectively to make it more acceptable by virtual team members.
Emoticons, surrogates for nonverbal cues, are expected to influence virtual team
members' acceptance of negative feedback by extending feedback providers'
abilities to conduct nonverbal facework. This research investigates how the use of
two types of emoticons (i.e., liking and disliking emoticons) in negative feedback
influences virtual team members' feedback acceptance, and how the effects of
emoticons are affected by the specificity of the negative feedback.
The research is conducted in the context of virtual teams adopting text-based
computer-mediated communication. Based on the politeness theory, the feedback
process model, and the dissonance reduction theory, it is hypothesized that the use
of liking emoticons increases the perceived good intention of the feedback provider
and decreases the perceived feedback negativity, only when the feedback is specific;
and that the use of disliking emoticons decreases the perceived good intention of
the feedback provider and increases the perceived feedback negativity, only when
the feedback is unspecific. Perceived good intention of the feedback provider is in
turn positively associated with people's feedback acceptance, while perceived
feedback negativity is negatively related with the feedback acceptance.
A laboratory experiment with a sample of 198 Hong Kong local undergraduate
students was conducted to test all hypotheses, and all aforesaid hypotheses are
supported by the empirical data.|
|Online Catalog Link: ||http://lib.cityu.edu.hk/record=b3947583|
|Appears in Collections:||IS - Master of Philosophy |
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