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A study of mediating variables of the relationship between 360° feedback and employee performance
Himanshu Rai,Manjari Singh +1 more
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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.read more
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Feedback and organizations: Feedback is good, feedback-friendly culture is better.
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.
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Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques
Alessio Ishizaka,Vijay Pereira +1 more
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.
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Experiences and Outcomes of a Women's Leadership Development Program: A Phenomenological Investigation.
Krystal L. Brue,Shawn A. Brue +1 more
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.
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Theory Building and Testing in HRD: Current Advancements and Future Directions:
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.
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Impact of 360 Degree Feedback: A Follow-up study of Four Organizations
T. V. Rao,Chawla Nandini +1 more
TL;DR: In this paper, the authors report that there has been an overall positive impact reported of 360 degree intervention on ones professional life after 360DF, and they also recommend that with more periodic follow up and review sessions (every quarter) anchored by internal HR and more focus and seriousness among the participants to work on the action plans will result in using 360 DF for change and growth.