360‐degree feedback with systematic coaching: Empirical analysis suggests a winning combination | Zendy

Luthans Fred | Zendy; Peterson Suzanne J. | Zendy

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360‐degree feedback with systematic coaching: Empirical analysis suggests a winning combination

Author(s) -

Luthans Fred,

Peterson Suzanne J.

Publication year - 2003

Publication title -

human resource management

Language(s) - English

Resource type - Journals

SCImago Journal Rank - 1.888

H-Index - 94

eISSN - 1099-050X

pISSN - 0090-4848

DOI - 10.1002/hrm.10083

Subject(s) - coaching , competitive advantage , job satisfaction , psychology , work (physics) , empirical research , degree (music) , marketing , business , operations management , applied psychology , management , knowledge management , computer science , social psychology , economics , engineering , philosophy , physics , epistemology , acoustics , mechanical engineering

Wanted: High‐performance work practices to gain a competitive advantage. An increasingly common answerto this desperate call is 360‐degree programs; unfortunately, they have, at best, mixed reviews whenempirically assessed. This study found that a way to improve the effectiveness of 360s may be to combine them withcoaching focused on enhanced self‐awareness and behavioral management. In a small manufacturer, thisfeedback‐coaching resulted in improved manager and employee satisfaction, commitment, intentions toturnover, and at least indirectly, this firm's performance. This feedback‐coaching may be a winningcombination to help in the competitive battles in today's global economy. © 2004 Wiley Periodicals,Inc.

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