Article2010

Personality and Multisource Feedback Improvement: A Longitudinal Investigation

Alan G. Walker · James W. Smither · LEANNE E. ATWATER · Peter G. Dominick · Joan F. Brett

9 citations0/0 files storedJournal of Behavioral and Applied Management

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Human Resource Development and Performance Evaluation Personality Traits and Psychology Competency Development and Evaluation

Abstract

Recently, several researchers have suggested that personality will influence the extent to which people improve their performance after receiving multisource feedback (MSF). Building on previous research, we offer theory-driven hypotheses about how specific aspects of personality might influence improvement in MSF ratings over time. In three longitudinal studies, using three different and well-established measures of personality and three multisource feedback instruments, we found little or no evidence to support hypotheses that personality is systematically related to improvement following receipt of multisource feedback.

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References

1979The file drawer problem and tolerance for null results.1992An Introduction to the Five‐Factor Model and Its Applications 1990An alternative "description of personality": The Big-Five factor structure.1990Personality Structure: Emergence of the Five-Factor Model 1987Validation of the five-factor model of personality across instruments and observers.1996The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory.1992The development of markers for the Big-Five factor structure.1991A Theory of Goal Setting and Task PerformanceA Theory of Goal Setting and Task Performance, by LockeEdwin A. and LathamGary P.. Englewood Cliffs, NJ: Prentice-Hall, 1990.

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