360-degree feedback with systematic coaching: Empirical analysis suggests a winning combination

被引：82

作者：

Luthans, F ^{[1
]}

Peterson, SJ

机构：

[1] Univ Nebraska, Dept Management, Lincoln, NE 68588 USA

[2] Miami Univ, Richard T Farmer Sch Business, Oxford, OH 45056 USA

来源：

HUMAN RESOURCE MANAGEMENT | 2003年 / 42卷 / 03期

关键词：

D O I：

10.1002/hrm.10083

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Wanted: High-performance work practices to gain a competitive advantage. An increasingly common answer to this desperate call is 360-degree Programs; unfortunately, they have, at best, mixed reviews when empirically assessed. This study found that a way to improve the effectiveness of 360s may be to combine them with coaching focused on enhanced self-awareness and behavioral management. In a small manufacturer, this feedback-coaching resulted in improved manager and employee satisfaction, commitment, intentions to turnover, and at least indirectly, this firm's performance. This feedback-coaching may be a winning combination to help in the competitive battles in today's global economy. (C) 2004 Wiley Periodicals, Inc.

引用

页码：243 / 256

页数：14

共 67 条

[41] Predictors of attitudes toward a 360-degree feedback system and involvement in post-feedback management development activity [J].