Working on developing research papers from her thesis at the moment. First study develops a theoretical framework to identify and explain the effect of docility on the psychology of individual’s feedback-seeking behaviour (FSB) using Big Five (BiG5) personality traits including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (OTE). The study follows Ashford and Cummings’ concept of FSB as a day to day proactive socialization tactic to gather informal and evaluative information about one’s role requirements and performance. The model proposes docility as a moderator of the relationship between BiG5 personality traits and FSB. Exploring these relationships is particularly important as there is a strive to uncover the antecedents of FSB as well as find the psychological, cognitive and organizational factors related to docility in a hope of promoting both at workplace. The study tests the model quantitatively through multiple regressions to analyse a sample of 408 observations gathered through online survey from UK based employees working in teams of different organizations. Results of this study indicate that a person’s FSB is partially attributable to his or her personality makeup. The research confirms that non-docile behaviour weakens the positive relationship between proactive traits ─ extraversion and OTE─ and FSB. Findings show conditional moderation effects of highly docile behaviour on relationships between FSB and conscientiousness as well as FSB and agreeableness... Neuroticism did not influence FSB. Research finds significant positive relationship between docility and FSB which brings a new perspective to the current literature on both concepts. The findings benefit practitioners by gaining some knowledge about i) employees’ preferable feedback-seeking strategy considering their average level of docility and personality, ii) ways to provide feedback, and iii) availability and allocation of resources to provide feedback.

She is working on a research paper which finds effects of organizational characteristics — namely formal and informal rules of interaction, costs imposed on seeking and sharing information, and range of interaction— on different types of docility, this study uses agent-based modelling (ABM). This study takes Simon’s original model of docility, expands it, and applies it to individuals in formal and informal organizational environments. The reduced costs and flexible environment provided by high range of interactions are extremely significant in understanding how docility emerges and becomes a prevalent cognitive attitude. The paper comes from her PhD thesis as well.

Working on literature review on the concept of docility.