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

Fred Luthans, Suzanne Peterson

Research output: Contribution to journalArticle

98 Citations (Scopus)

Abstract

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.

Original languageEnglish (US)
Pages (from-to)243-256
Number of pages14
JournalHuman Resource Management
Volume42
Issue number3
DOIs
StatePublished - Sep 2003
Externally publishedYes

Fingerprint

Feedback
Managers
Personnel
Coaching
360-degree feedback
Empirical analysis
Mentoring
Global economy
Turnover
Firm performance
Competitive advantage
Self-awareness
Employee satisfaction
High-performance work practices

ASJC Scopus subject areas

  • Management of Technology and Innovation
  • Strategy and Management
  • Applied Psychology
  • Organizational Behavior and Human Resource Management

Cite this

360-Degree feedback with systematic coaching : Empirical analysis suggests a winning combination. / Luthans, Fred; Peterson, Suzanne.

In: Human Resource Management, Vol. 42, No. 3, 09.2003, p. 243-256.

Research output: Contribution to journalArticle

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