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The Art and Science of 360 Degree Feedback
0 references·16 citing·57 second hopsampled
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  • 2000Managing five paradoxes of 360-degree feedback88 cited
  • 2011When Does 360-Degree Feedback Create Behavior Change? And How Would We Know It When It Does?86 cited
  • 2011Teamwork skills assessment for cooperative learning86 cited
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  • 2001Organizational Performance: The Future Focus of Leadership Development Programs68 cited
  • 2018Putting an End to Bad Talent Management: A Call to Action for the Field of Industrial and Organizational Psychology59 cited
  • 2012Training older workers: Lessons learned, unlearned, and relearned from the field of instructional design53 cited
  • 2010Ecological Governance: Organizing Principles for an Emerging Era53 cited
  • 2009Using Coaching to Enhance the Effects of Behavioral Feedback to Managers49 cited
  • 2010360 degree feedback: how many raters are needed for reliable ratings on the capacity to develop competences, with personal qualities as developmental goals?44 cited
  • 2008Factors Influencing Employee Intentions to Provide Honest Upward Feedback Ratings44 cited
  • 2009The Benefits of a Leadership Program and Executive Coaching for New Nursing Academic Administrators: One College's Experience42 cited
  • 2016Is 360 Degree Feedback Appraisal an Effective Way of Performance Evaluation?

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38 cited
  • 2004Expanding the View of Performance Appraisal by Introducing Social Justice Concerns35 cited
  • 2006Saying it like it isn't: The pros and cons of 360-degree feedback34 cited
  • 2019Unethical behavior and group identity in contests27 cited