A FIVE-YEAR STUDY OF UPWARD FEEDBACK: WHAT MANAGERS DO WITH THEIR RESULTS MATTERS
We present results for 252 target managers over 5 annual administrations of an upward feedback program (i.e., twice as long as any previous study in this area). We show that managers initially rated poor or moderate showed significant improvements in upward feedback ratings over the 5‐year period, a...
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| Published in | Personnel psychology Vol. 52; no. 2; pp. 393 - 423 |
|---|---|
| Main Authors | , |
| Format | Journal Article |
| Language | English |
| Published |
Oxford, UK
Blackwell Publishing Ltd
01.06.1999
Personnel Psychology, Inc |
| Subjects | |
| Online Access | Get full text |
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| Abstract | We present results for 252 target managers over 5 annual administrations of an upward feedback program (i.e., twice as long as any previous study in this area). We show that managers initially rated poor or moderate showed significant improvements in upward feedback ratings over the 5‐year period, and that these improvements were beyond what could be expected due to regression to the mean. We also found that (a) managers who met with direct reports to discuss their upward feedback improved more than other managers, and (b) managers improved more in years when they discussed the previous year's feedback with direct reports than in years when they did not discuss the previous year's feedback with direct reports. This is important because it is the first research evidence demonstrating that what managers do with upward feedback is related to its benefits. We use an accountability framework to discuss our results and suggest directions for future research. |
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| AbstractList | We present results for 252 target managers over 5 annual administrations of an upward feedback program (i.e., twice as long as any previous study in this area). We show that managers initially rated poor or moderate showed significant improvements in upward feedback ratings over the 5‐year period, and that these improvements were beyond what could be expected due to regression to the mean. We also found that (a) managers who met with direct reports to discuss their upward feedback improved more than other managers, and (b) managers improved more in years when they discussed the previous year's feedback with direct reports than in years when they did not discuss the previous year's feedback with direct reports. This is important because it is the first research evidence demonstrating that what managers do with upward feedback is related to its benefits. We use an accountability framework to discuss our results and suggest directions for future research. Results for 252 target managers over 5 annual administrations of an upward feedback program are presented. It is shown that managers initially rated poor or moderate showed significant improvements in upward feedback ratings over the 5-year period, and that these improvements were beyond what could be expected due to regression to the mean. It is also found that managers who met with direct reports to discuss their upward feedback improved more than other managers, and managers improved more in years when they discussed the previous year's feedback with direct reports than in years when they did not discuss the previous year's feedback with direct reports. This is important because it is the first research evidence demonstrating that what managers do with upward feedback is related to its benefits. An accountability framework is used to discuss the results and directions for future research are suggested. |
| Author | SMITHER, JAMES W. WALKER, ALAN G. |
| Author_xml | – sequence: 1 givenname: ALAN G. surname: WALKER fullname: WALKER, ALAN G. email: WalkerAG@IXLMemphis.com organization: First Ennessee Bank – sequence: 2 givenname: JAMES W. surname: SMITHER fullname: SMITHER, JAMES W. organization: Department of Management La Salle University |
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| Copyright | Copyright Personnel Psychology, Inc. Summer 1999 |
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| Notes | ark:/67375/WNG-BJ6FPXXF-C istex:26B11AB8C5F0E27A1465DEF7D2E518AAFF3E6933 ArticleID:PEPS393 An earlier version of this manuscript was presented at the 12th Annual Conference of the Society of Industrial and Organizational Psychology, St. Louis, Mo, April, 1997. We thank Susan Walker, Dick Reilly, John Hollenbeck, and three anonymous reviewers for their insights and helpful suggestions on earlier drafts of this manuscript. |
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| Snippet | We present results for 252 target managers over 5 annual administrations of an upward feedback program (i.e., twice as long as any previous study in this... Results for 252 target managers over 5 annual administrations of an upward feedback program are presented. It is shown that managers initially rated poor or... |
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| SubjectTerms | Accountability Agreements Feedback Feedback (Response) Job Performance Leaders Longitudinal studies Management reviews Meta Analysis Organizational behavior Outcome Measures Performance evaluation Ratings & rankings Regression analysis Studies Subordinates Supervisors |
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| Title | A FIVE-YEAR STUDY OF UPWARD FEEDBACK: WHAT MANAGERS DO WITH THEIR RESULTS MATTERS |
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