Similarity-Attraction Theory and Feedback-Seeking Behavior at Work: How Do They Impact Employability

Dominik E. Froehlich*, Simon Beausaert, Mien Segers

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review


Employees’ feedback-seeking networks at work are important for employees’ learning and employability. Earlier studies often neglected the specific characteristics of the different relationships an individual employee has at work. We conduct social network analyses in seven samples to study inter-individual differences in feedback-seeking relationships in detail. We investigate 2,058 feedback-seeking relationships of 118 employees to study how similarity-attraction affects the composition of feedback-seeking networks at work and how the composition of these feedback-seeking networks influences employees’ employability. This research study aims to contribute by taking into account both the mechanisms that shape feedback-seeking networks and the effects
of this on employability. The results show that similarity-attraction affects feedback-seeking in the workplace and that having a largely homogeneous feedback-seeking network has detrimental effects on employability.
Original languageEnglish
Pages (from-to)77-96
JournalStudia paedagogica
Issue number2
Publication statusPublished - 2021


Dive into the research topics of 'Similarity-Attraction Theory and Feedback-Seeking Behavior at Work: How Do They Impact Employability'. Together they form a unique fingerprint.

Cite this