A study of mediating variables of the relationship between 360° feedback and employee performance
TL;DR: In this paper, the authors empirically examined the mediating effects of 360° feedback with a sample of executives working in four organizations in western part of India and found that interpersonal communication and quality of working life have a complete mediating effect.
Abstract: The 360° feedback has been linked to several positive outcomes like improved performance, better interpersonal communication and smoother work relationships. Both academicians and practitioners would like more clarity regarding the link between 360° feedback and employee performance and the mediating factors in this relationship. This study empirically examines these mediating effects with a sample of executives (N = 198) working in four organizations in western part of India. The results show that interpersonal communication and quality of working life have a complete mediating effect. Leader–member exchange quality and perceived organizational support were found to have a partial but significant mediating effect. An elementary form of an integrated model, which includes all the four mediating variables and their interrelationships, has been developed conceptually. This model is examined and built up empirically using structural equation modelling.
Citations
More filters
TL;DR: In a recent article that has toured the Web globally, Sullivan (2013) describes how Google is using an algorithm-based approach in decision making, incipiently referred to as "people analytics" in order to make room for innovation and growth within the firm as discussed by the authors.
Abstract: Scholars have noted that an incomplete understanding of various important aspects of feedback still remains prominent (Whitaker & Levy, 2012). The value of organisational feedback culture on feedback outcomes is a recognised gap in the literature. The present article begins with a brief conceptualisation and definition of individual feedback and highlights the element of meaning as a principle intricate to all feedback techniques. The article then builds a case for the added benefits of creating a feedback-friendly culture in order to gain more insight and enhance the meaningfulness of feedback. Three recommendations are offered to support such a culture including the promotion of the learning continuum, the fostering of a trusting climate, and the endorsement of authentic dialogue. Finally, the implications and future research directions are discussed.Keywords: feedback, feedback-friendly culture, psychological safety and trustIn a recent article that has toured the Web globally, Sullivan (2013) describes how Google is using an algorithm-based approach in decision making, incipiently referred to as "people analytics," in order to make room for innovation and growth within the firm. Google's strategic shift toward a people focus has contributed to enhancing the company as a whole. When considering the latest progress of the company based on the evidence shown by the stock market (Giles, 2013), its decision to make this shift paid off. The underlying principle of this novel human resource management strategy is simple: Every important decision that has an impact on future outcomes of the organisation are made by people-it is in the firm's best interest then, to make sure that the management practices of those people are at their finest (Bryant, 2011; Sullivan, 2013). As the research on this company's own internal data has recognised countless times, the number one key characteristic of great leaders as identified by employees is their ability to give frequent, transparent feedback. Proactive feedback practices were unexpectedly rated by associates as more important and influential than leadership experience and technical knowledge (Sullivan, 2013).Individual feedback has generated a fare amount of research and has been developing over several decades (Ashford, Blatt, & VandeWall, 2003). Only recently have researchers and leaders began to think about feedback from a large-scale perspective (Dahling & O'Malley, 2011). The present article provides a brief section on individual feedback and subsequently introduces recent empirical evidence neighbouring the impact of a feedback-friendly culture on organisations. The article then offers guidelines to work toward building and nurturing a feedback-friendly organisational culture based on sound research and experience stemming from more than 20 years of practice in various organisations worldwide. Finally, the article will close with future directions and reflections for researchers and practitioners.FeedbackIndividual feedback has long been utilized as a tool for facilitating improvement and advancement within organisations and businesses (Levy & Williams, 2004). Feedback is defined as a dynamic communication process occurring between two individuals that convey information regarding the receiver's performance in the accomplishment of work-related tasks. For most, feedback is used to provide information on proximal goals and immediate and recent behaviours. It is also utilized to inform members of desirable development and outcomes (Baker, 2010; London, 2003). Evidence shows that a company that makes effective use of feedback practices have a greater competitive advantage especially in today's fierce economic climate (Baker, 2010; Chatman & Cha, 2003). Indeed, feedback is an essential element in organisations because it binds organisational goals with continuity and fluidity, boosts creativity, propels trust, and drives motivation in individuals (Mulder, 2013). …
61 citations
TL;DR: A new performance management system that integrates multi-criteria decision analysis methods – the analytic network process (ANP) and PROMETHEE – with the visual techniques of the GAIA plane and the stacked bar chart is presented.
Abstract: – Performance appraisal is one of the most critical and indispensable human resource practices for organisations. However, it generates dissatisfaction among employees as it is often viewed as complex and ineffective. The purpose of this paper is to present a new performance management system that integrates multi-criteria decision analysis (MCDA) methods – the analytic network process (ANP) and PROMETHEE – with the visual techniques of the GAIA plane and the stacked bar chart. MCDA methods allow a structured and consistent evaluation integrating qualitative and quantitative criteria. , – The authors developed a structured and transparent performance management system. It is based on the MCDA methods PROMETHEE and ANP. It also incorporates the visual techniques: GAIA and stacked bar chart. Feedback for trainings and developments can precisely be formulated. , – Visual techniques permit clear identification and quantification, for each employee, of the areas that need improvement through training and development, which contributes to the resource-based view of organisations. A real case study has been portrayed to show the added value of the MCDA methods and the visual techniques in employee performance management. , – The paper describes a new employee performance system adopted in an organisation. The multi-criteria analysis transparently combines qualitative and quantitative decision criteria into a holistic and transparent evaluation. The visual techniques permit us to gain a deep insight into the employees’ skills profile and capture fine details where individuals perform or underperform.
35 citations
Cites methods from "A study of mediating variables of t..."
...By attempting to regulate actions, this approach to performance management focuses on issues such as trust, transparency, structure, reliability and efficiency (e.g. Rai and Singh 2013)....
[...]
...Although this suggests that in some organisations the 360° feedback method does not improve the overall commitment and performance, Rai and Singh (2013) argue that companies who adopt this method of feedback are more likely to have employees who perform better than employees in a company who do not…...
[...]
TL;DR: In this paper, the authors examined the lived experiences of seven alumni of a women's-only leadership program and conducted semi-structured interviews to clarify what learning elements were most beneficial in furthering an individuals' leadership role.
Abstract: Women’s leadership training programs provide organizations opportunities to value women leaders as organizational resources. This qualitative research utilized phenomenological methodology to examine lived experiences of seven alumni of a women’s-only leadership program. We conducted semi-structured interviews to clarify what learning elements were most beneficial in furthering an individuals’ leadership role. Emerging research themes included perceptional and personal agency changes within participants. Women’s leadership programs provided an opportunity for cognitive, affective, and behavioral growth; engaging learning activities, social capital development, and relational model methodologies were perceived as most helpful in leadership development. Action learning techniques, fostering interconnectedness, and philosophical leadership development activities were critical elements in leadership development. Insights gained from this study provided perspective on the unique experiences of women in a leadership training program.
22 citations
Additional excerpts
...Numerous researchers (Dragoni et al., 2014; Garman, 2010; Rai & Singh, 2013; Sirianni & Frey, 2001) recommended using best practice instructional strategies when developing leadership programs including: (a) developing leadership competencies through learning experiences and expanded…...
[...]
TL;DR: In this article, the authors studied changes in theory building and testing levels, reported in 668 articles published in three leading Human Resource Development (HRD) journals in years 2000 to 2017.
Abstract: This research studied changes in theory building and testing levels, reported in 668 articles published in three leading Human Resource Development (HRD) journals in years 2000 to 2017. Using a mod...
15 citations
Cites background from "A study of mediating variables of t..."
...Rai and Singh (2013) explored the mediating variables such as interpersonal communication in the relationship between feedback and employee performance, grounding their model in multiple previous research findings....
[...]
References
More filters
TL;DR: This article seeks to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating the many ways in which moderators and mediators differ, and delineates the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena.
Abstract: In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.
80,095 citations
"A study of mediating variables of t..." refers methods in this paper
...The first five steps are based on the method suggested by Baron and Kenny (1986)....
[...]
TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
52,531 citations
"A study of mediating variables of t..." refers background in this paper
...Harman single factor test (Podsakoff et al. 2003) is done to look at the possibility of bias due to common method variance that may occur in a study based only on self-reports....
[...]
TL;DR: In this paper, a general formula (α) of which a special case is the Kuder-Richardson coefficient of equivalence is shown to be the mean of all split-half coefficients resulting from different splittings of a test, therefore an estimate of the correlation between two random samples of items from a universe of items like those in the test.
Abstract: A general formula (α) of which a special case is the Kuder-Richardson coefficient of equivalence is shown to be the mean of all split-half coefficients resulting from different splittings of a test. α is therefore an estimate of the correlation between two random samples of items from a universe of items like those in the test. α is found to be an appropriate index of equivalence and, except for very short tests, of the first-factor concentration in the test. Tests divisible into distinct subtests should be so divided before using the formula. The index
$$\bar r_{ij} $$
, derived from α, is shown to be an index of inter-item homogeneity. Comparison is made to the Guttman and Loevinger approaches. Parallel split coefficients are shown to be unnecessary for tests of common types. In designing tests, maximum interpretability of scores is obtained by increasing the first-factor concentration in any separately-scored subtest and avoiding substantial group-factor clusters within a subtest. Scalability is not a requisite.
37,235 citations
TL;DR: This book deals with probability distributions, discrete and continuous densities, distribution functions, bivariate distributions, means, variances, covariance, correlation, and some random process material.
Abstract: Chapter 3 deals with probability distributions, discrete and continuous densities, distribution functions, bivariate distributions, means, variances, covariance, correlation, and some random process material. Chapter 4 is a detailed study of the concept of utility including the psychological aspects, risk, attributes, rules for utilities, multidimensional utility, and normal form of analysis. Chapter 5 treats games and optimization, linear optimization, and mixed strategies. Entropy is the topic of Chapter 6 with sections devoted to entropy, disorder, information, Shannon’s theorem, demon’s roulette, Maxwell– Boltzmann distribution, Schrodinger’s nutshell, maximum entropy probability distributions, blackbodies, and Bose–Einstein distribution. Chapter 7 is standard statistical fare including transformations of random variables, characteristic functions, generating functions, and the classic limit theorems such as the central limit theorem and the laws of large numbers. Chapter 8 is about exchangeability and inference with sections on Bayesian techniques and classical inference. Partial exchangeability is also treated. Chapter 9 considers such things as order statistics, extreme value, intensity, hazard functions, and Poisson processes. Chapter 10 covers basic elements of risk and reliability, while Chapter 11 is devoted to curve fitting, regression, and Monte Carlo simulation. There is an ample number of exercises at the ends of the chapters with answers or comments on many of them in an appendix in the back of the book. Other appendices are on the common discrete and continuous distributions and mathematical aspects of integration.
19,893 citations
"A study of mediating variables of t..." refers methods in this paper
...This was done by calculating construct reliability (Hair et al. 1998) and factor score weights (given in Appendix 5)....
[...]
TL;DR: It is argued the importance of directly testing the significance of indirect effects and provided SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals to enhance the frequency of formal mediation tests in the psychology literature.
Abstract: Researchers often conduct mediation analysis in order to indirectly assess the effect of a proposed cause on some outcome through a proposed mediator. The utility of mediation analysis stems from its ability to go beyond the merely descriptive to a more functional understanding of the relationships among variables. A necessary component of mediation is a statistically and practically significant indirect effect. Although mediation hypotheses are frequently explored in psychological research, formal significance tests of indirect effects are rarely conducted. After a brief overview of mediation, we argue the importance of directly testing the significance of indirect effects and provide SPSS and SAS macros that facilitate estimation of the indirect effect with a normal theory approach and a bootstrap approach to obtaining confidence intervals, as well as the traditional approach advocated by Baron and Kenny (1986). We hope that this discussion and the macros will enhance the frequency of formal mediation tests in the psychology literature. Electronic copies of these macros may be downloaded from the Psychonomic Society's Web archive at www.psychonomic.org/archive/.
15,041 citations
"A study of mediating variables of t..." refers background or methods or result in this paper
...The alternative test of Preacher and Hayes (2004) using SPSS package confirms the complete mediating effect of quality of working life....
[...]
...However, the alternative test of Preacher and Hayes (2004) using SPSS package shows that the leader–member exchange quality has complete mediating effect....
[...]
...Preacher and Hayes (2004) have developed a macro for users of SPSS package that carries out the following six-step process....
[...]
...The result of partial mediating effect of perceived organizational support is also confirmed by the alternative test of Preacher and Hayes (2004) using SPSS package....
[...]
...(6) Effect: in order to overcome the debatable assumption of normal distribution, Preacher and Hayes (2004) have recommended non-parametric bootstrapping procedure where no such assumption is required....
[...]