Table 1 Definition of categories and... | Emerald Publishing

Table 1

Definition of categories and classification logic of Ilgen et al.’s (1979) feedback process model

Category	Definition (Ilgen et al., 1979)	Classification logic
Source	The Source refers to the origin from which feedback is received. Sources may include other individuals (e.g. supervisors and coworkers), the task environment itself or the individual (self-generated feedback)	Classified as Source when the focus is on the origin of the feedback or characteristics of the feedback provider rather than the content of the feedback message, e.g. anonymous vs identified feedback provider, emotional expressions of the feedback provider
Complex Feedback Stimulus	The Complex Feedback Stimulus comprises the information communicated about an individual's prior behavior and all message-related characteristics that determine its informational value	Classified as Complex Feedback Stimulus when the focus is on characteristics of the feedback message itself. Virtual feedback may vary in its sign, frequency, immediacy and information richness. This category also encompasses the level at which virtual feedback is delivered, distinguishing between the individual and team level
Perception of Feedback	The Perception of Feedback refers to the recipient's initial cognitive awareness and perception of the feedback stimulus	Classified as Perception of Feedback when the feedback recipient sensed the feedback stimulus. Classification is restricted to the acquisition of the feedback stimulus, ensuring that the feedback message was noticed, e.g. the perceived richness of the virtual feedback message or the perceived credibility of the feedback source
Acceptance of Feedback	The Acceptance of Feedback comprises the evaluative phase, where the recipient interprets the feedback message. It includes the degree to which the recipient believes the feedback accurately portrays their behavior	Classified as Acceptance of Feedback when the focus is on the subjective interpretation of the feedback stimulus. It addresses the feedback recipient's evaluation of or rejection of the virtual feedback, e.g. satisfaction with it or perceived accuracy
Desire to Respond	The Desire to Respond refers to the motivational state that reflects the recipient's willingness to respond to virtual feedback	Classified as Desire to Respond when a recipient's motivation to act upon the virtual feedback is formed, after accepting the feedback but before behavioral intentions are created, e.g. motivation to change one's behavior
Intended Response	The Intended Response comprises forming beliefs about the response and setting goals for specific future actions in response to the virtual feedback received	Classified as Intended Response when a feedback recipient forms beliefs about setting specific behavioral changes, e.g. intention to increase one's effort
Response	The Response represents the actual behavioral outcomes of processing the virtual feedback	Classified as Response when the outcome of the virtual feedback on an individual level or on a team level is represented, e.g. positive effect of virtual feedback on an individual's well-being or team performance
Individual Difference Characteristics	The Individual Difference Characteristics refer to attributes of the feedback recipient that moderate feedback processing and shape how virtual feedback is perceived, accepted and acted upon	Classified as Individual Difference Characteristics when the focus is on the feedback recipient's characteristics that can influence multiple stages of the virtual feedback processing, e.g. an individual's culture, self-efficacy or goal orientation
External Constraints	External Constraints refer to contextual conditions that facilitate or inhibit the translation of an individual's Intended Response into an actual response	Classified as External Constraints when the focus is on contextual or environmental conditions that enable or restrict feedback-related behaviors; e.g. a remote working environment is considered inadequate for virtual feedback due to the risk of misinterpretation

Category	Definition (Ilgen et al., 1979)	Classification logic
Source	The Source refers to the origin from which feedback is received. Sources may include other individuals (e.g. supervisors and coworkers), the task environment itself or the individual (self-generated feedback)	Classified as Source when the focus is on the origin of the feedback or characteristics of the feedback provider rather than the content of the feedback message, e.g. anonymous vs identified feedback provider, emotional expressions of the feedback provider
Complex Feedback Stimulus	The Complex Feedback Stimulus comprises the information communicated about an individual's prior behavior and all message-related characteristics that determine its informational value	Classified as Complex Feedback Stimulus when the focus is on characteristics of the feedback message itself. Virtual feedback may vary in its sign, frequency, immediacy and information richness. This category also encompasses the level at which virtual feedback is delivered, distinguishing between the individual and team level
Perception of Feedback	The Perception of Feedback refers to the recipient's initial cognitive awareness and perception of the feedback stimulus	Classified as Perception of Feedback when the feedback recipient sensed the feedback stimulus. Classification is restricted to the acquisition of the feedback stimulus, ensuring that the feedback message was noticed, e.g. the perceived richness of the virtual feedback message or the perceived credibility of the feedback source
Acceptance of Feedback	The Acceptance of Feedback comprises the evaluative phase, where the recipient interprets the feedback message. It includes the degree to which the recipient believes the feedback accurately portrays their behavior	Classified as Acceptance of Feedback when the focus is on the subjective interpretation of the feedback stimulus. It addresses the feedback recipient's evaluation of or rejection of the virtual feedback, e.g. satisfaction with it or perceived accuracy
Desire to Respond	The Desire to Respond refers to the motivational state that reflects the recipient's willingness to respond to virtual feedback	Classified as Desire to Respond when a recipient's motivation to act upon the virtual feedback is formed, after accepting the feedback but before behavioral intentions are created, e.g. motivation to change one's behavior
Intended Response	The Intended Response comprises forming beliefs about the response and setting goals for specific future actions in response to the virtual feedback received	Classified as Intended Response when a feedback recipient forms beliefs about setting specific behavioral changes, e.g. intention to increase one's effort
Response	The Response represents the actual behavioral outcomes of processing the virtual feedback	Classified as Response when the outcome of the virtual feedback on an individual level or on a team level is represented, e.g. positive effect of virtual feedback on an individual's well-being or team performance
Individual Difference Characteristics	The Individual Difference Characteristics refer to attributes of the feedback recipient that moderate feedback processing and shape how virtual feedback is perceived, accepted and acted upon	Classified as Individual Difference Characteristics when the focus is on the feedback recipient's characteristics that can influence multiple stages of the virtual feedback processing, e.g. an individual's culture, self-efficacy or goal orientation
External Constraints	External Constraints refer to contextual conditions that facilitate or inhibit the translation of an individual's Intended Response into an actual response	Classified as External Constraints when the focus is on contextual or environmental conditions that enable or restrict feedback-related behaviors; e.g. a remote working environment is considered inadequate for virtual feedback due to the risk of misinterpretation