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Multi-faceted feedback for organisational heads for self and organisational development: experiences of school principals in India
16 references·0 citing·41 second hop
Multi-faceted feedback for organisational heads for self and organisational development: experiences of school principals in India (2005)Multi-faceted feedback for organisational…Performance appraisal and management: The developing research agenda (2001)Performance appraisal and man…Organizational Culture and Human Resource Management Practices (1999)Organizational Culture and Hu…Organizational learning II: Theory, method and practice (1998)Organizational learning II: T…Do managers see themselves as other see them? Implications of self-other rating agreement for human resources management (1997)Do managers see themselves as…The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. (1996)The effects of feedback inter…CAN MULTI‐SOURCE FEEDBACK CHANGE PERCEPTIONS OF GOAL ACCOMPLISHMENT, SELF‐EVALUATIONS, AND PERFORMANCE‐RELATED OUTCOMES? THEORY‐BASED APPLICATIONS AND DIRECTIONS FOR RESEARCH (1995)CAN MULTI‐SOURCE FEEDBACK CHA…Understanding self‐perception accuracy: Implications for human resource management (1993)Understanding self‐perception…The impact of 360‐degree feedback on management skills development (1993)The impact of 360‐degree feed…360‐degree feedback as a competitive advantage (1993)360‐degree feedback as a comp…Personnel/Human Resources Management: A Political Influence Perspective (1991)Personnel/Human Resources Man…Proactive feedback seeking: The instrumental use of the information environment (1985)Proactive feedback seeking: T…Feedback as an individual resource: Personal strategies of creating information (1983)Feedback as an individual res…Culture's Consequences: International Differences in Work-Related Values. (1983)Culture's Consequences: Inter…Consequences of individual feedback on behavior in organizations. (1979)Consequences of individual fe…The phenomenology of the social world (1967)The phenomenology of the soci…The multitrait-multirater approach to measuring managerial job performance. (1967)The multitrait-multirater app…Institutionalized Organizations: Formal Structure as Myth and Ceremony (1977)Self-efficacy: Toward a unifying theory of behavioral change. (1977)Self-efficacy: Toward a unifying theory of behavioral change. (1977)Bridging the Boundary: External Activity and Performance in Organizational Teams (1992)The Power of Feedback (2007)A Theory of Social Comparison Processes (1954)Prospect Theory: An Analysis of Decision under Risk (1979)Prospect theory: An analysis of decision under risk (1988)Personnel Psychology: Performance Evaluation and Pay for Performance (2004)A Qualitative Study (2009)Handbook of Industrial and Organizational Psychology. (1977)A circumplex model of affect. (1980)Culture and the Self: Implications for Cognition, Emotion, and Motivation (1991)Assessment and Classroom Learning (1998)Focus on Formative Feedback (2008)A social-cognitive approach to motivation and personality. (1988)Working with Emotional Intelligence (1999)Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006)The influence of technology on the future of human resource management (2015)Generalized expectancies for internal versus external control of reinforcement. (1966)Goal setting and task performance: 1969–1980. (1981)Motivation and Personality (1997)The Presentation of Self in Everyday Life. (1956)Conflict, arousal, and curiosity. (1960)Tolerance of ambiguity: A review of the concept, its measurement and applications (1995)How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective (2008)Invisible at Work (2012)The Social Construction of Reality (1967)Research in Organizational Behavior. (1986)Organizational culture and leadership (1993)Social Capital at Work: Networks and Employment at a Phone Center (2000)The Five-Factor Model of Personality and Career Success (2001)Influence tactics and work outcomes: a meta‐analysis (2002)Demonstrating Rigor Using Thematic Analysis: A Hybrid Approach of Inductive and Deductive Coding and Theme Development (2006)Qualitative Quality: Eight “Big-Tent” Criteria for Excellent Qualitative Research (2010)Seeking Qualitative Rigor in Inductive Research (2012)A Relational View of Information Seeking and Learning in Social Networks (2003)Demonstrating the Value of an Organization's Learning Culture: The Dimensions of the Learning Organization Questionnaire (2003)Conceptualizing Teacher Professional Learning (2011)Universals in the Content and Structure of Values: Theoretical Advances and Empirical Tests in 20 Countries (1992)The weirdest people in the world? (2010)
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References

  • 1983Culture's Consequences: International Differences in Work-Related Values.15,062 cited
  • 1996The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory.5,875 cited
  • 1967The phenomenology of the social world3,650 cited
  • 1998Organizational learning II: Theory, method and practice2,288 cited
  • 1979Consequences of individual feedback on behavior in organizations.1,821 cited
  • 1983Feedback as an individual resource: Personal strategies of creating information1,317 cited
  • 2001Performance appraisal and management: The developing research agenda623 cited
  • 1991Personnel/Human Resources Management: A Political Influence Perspective562 cited
  • 1995CAN MULTI‐SOURCE FEEDBACK CHANGE PERCEPTIONS OF GOAL ACCOMPLISHMENT, SELF‐EVALUATIONS, AND PERFORMANCE‐RELATED OUTCOMES? THEORY‐BASED APPLICATIONS AND DIRECTIONS FOR RESEARCH482 cited
  • 1985Proactive feedback seeking: The instrumental use of the information environment384 cited
  • 1967The multitrait-multirater approach to measuring managerial job performance.300 cited
  • 1999Organizational Culture and Human Resource Management Practices290 cited
  • 1997Do managers see themselves as other see them? Implications of self-other rating agreement for human resources management271 cited
  • 1993The impact of 360‐degree feedback on management skills development

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261 cited
  • 1993Understanding self‐perception accuracy: Implications for human resource management235 cited
  • 1993360‐degree feedback as a competitive advantage231 cited
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