Discussion: View Thread

Cyber Pals

Mary Sass, a doctoral student at George Washington University, and I
will be presenting the following paper at the Academy of Management in
Denver on Tuesday at 2:30-3:50 in the Convention Center: C106 T3. If you
are interested, cannot attend and would like a copy, please drop me an
e-mail offline with your postal address and I will send you a copy.

Target Personality and Rater Agreement
๏ฟฝ Implications for 360-Degree Feedback

Abstract

Many organizations include some form of multi-source feedback, often
referred to as 360 feedback, as part of their managerial development
initiative. Many of the reports that participants receive include
feedback that can be used to ascertain self-awareness. Overall, the
research that examined the importance of self-awareness in the
multi-source feedback process has provided mixed results. In sum, the
mixed results of these studies suggest that more research is needed to
more fully understand the role that self-other agreement plays in the
multi-source feedback process. The purpose of this paper is to expand
the current knowledge relative to self-other agreement by investigating
possible relationships between it and personality. Hypotheses were
developed by examining taxonomies from seemingly divergent fields
including the Big Five Theory of Personality, a model of multi-source
feedback, and the Realistic Accuracy Model. Using correlational and
interrater agreement analyses the hypotheses were examined. The results
of the study suggest that researchers should consider whether the
conceptualization of self-awareness should incorporate the influence of
individual difference variables such as personality. Many of the
relationships reported in this study have potentially huge implications
for our current assumptions regarding self-awareness. This is most
strongly suggested by the collective results for the ambition variable.



Frank Shipper, Ph.D.
Professor of Management
Perdue School of Business
Salisbury University
Salisbury, MD 21801
Phone: (410) 543-6333
FAX: (410) 546-6208
E-mail: fmshipper@salisbury.edu
Home Page: http://faculty.salisbury.edu/~fmshippe/home/

I would be most appreciative if you would email me a copy of the paper. I am working on a paper on a similar topic...

Thank you.

MaryAnne M. Hyland, Ph.D.
Adelphi University
School of Business
Garden City, NY 11530
U.S.A.

Voice: 516-877-4652
Fax: 516-877-4607
Email: hyland@adelphi.edu

>>> FMSHIPPER@salisbury.edu 08/09/02 03:59PM >>>
Cyber Pals

Mary Sass, a doctoral student at George Washington University, and I
will be presenting the following paper at the Academy of Management in
Denver on Tuesday at 2:30-3:50 in the Convention Center: C106 T3. If you
are interested, cannot attend and would like a copy, please drop me an
e-mail offline with your postal address and I will send you a copy.

Target Personality and Rater Agreement
û Implications for 360-Degree Feedback

Abstract

Many organizations include some form of multi-source feedback, often
referred to as 360 feedback, as part of their managerial development
initiative. Many of the reports that participants receive include
feedback that can be used to ascertain self-awareness. Overall, the
research that examined the importance of self-awareness in the
multi-source feedback process has provided mixed results. In sum, the
mixed results of these studies suggest that more research is needed to
more fully understand the role that self-other agreement plays in the
multi-source feedback process. The purpose of this paper is to expand
the current knowledge relative to self-other agreement by investigating
possible relationships between it and personality. Hypotheses were
developed by examining taxonomies from seemingly divergent fields
including the Big Five Theory of Personality, a model of multi-source
feedback, and the Realistic Accuracy Model. Using correlational and
interrater agreement analyses the hypotheses were examined. The results
of the study suggest that researchers should consider whether the
conceptualization of self-awareness should incorporate the influence of
individual difference variables such as personality. Many of the
relationships reported in this study have potentially huge implications
for our current assumptions regarding self-awareness. This is most
strongly suggested by the collective results for the ambition variable.



Frank Shipper, Ph.D.
Professor of Management
Perdue School of Business
Salisbury University
Salisbury, MD 21801
Phone: (410) 543-6333
FAX: (410) 546-6208
E-mail: fmshipper@salisbury.edu
Home Page: http://faculty.salisbury.edu/~fmshippe/home/

Dear Frank,

I am very much interested and unfortunately not able to attend this year.

Kindest regards, Beatrice.


Dr. Beatrice I.J.M. van der Heijden
Associate Professor
University of Twente
Faculty of Technology and Management
Department HRM
P.O. Box 217
7500 AE Enschede
the Netherlands
Tel: +31-(0)53-4894227
Fax: +31-(0)53-4892159
Mobile: +31-(0)6-53796507


-----Original Message-----
From: Frank Shipper [mailto:FMSHIPPER@salisbury.edu]
Sent: vrijdag 9 augustus 2002 21:59
To: MG-ED-DV@MAELSTROM.STJOHNS.EDU
Subject: Target Personality and Rater Agreement


Cyber Pals

Mary Sass, a doctoral student at George Washington University, and I
will be presenting the following paper at the Academy of Management in
Denver on Tuesday at 2:30-3:50 in the Convention Center: C106 T3. If you
are interested, cannot attend and would like a copy, please drop me an
e-mail offline with your postal address and I will send you a copy.

Target Personality and Rater Agreement
– Implications for 360-Degree Feedback

Abstract

Many organizations include some form of multi-source feedback, often
referred to as 360 feedback, as part of their managerial development
initiative. Many of the reports that participants receive include
feedback that can be used to ascertain self-awareness. Overall, the
research that examined the importance of self-awareness in the
multi-source feedback process has provided mixed results. In sum, the
mixed results of these studies suggest that more research is needed to
more fully understand the role that self-other agreement plays in the
multi-source feedback process. The purpose of this paper is to expand
the current knowledge relative to self-other agreement by investigating
possible relationships between it and personality. Hypotheses were
developed by examining taxonomies from seemingly divergent fields
including the Big Five Theory of Personality, a model of multi-source
feedback, and the Realistic Accuracy Model. Using correlational and
interrater agreement analyses the hypotheses were examined. The results
of the study suggest that researchers should consider whether the
conceptualization of self-awareness should incorporate the influence of
individual difference variables such as personality. Many of the
relationships reported in this study have potentially huge implications
for our current assumptions regarding self-awareness. This is most
strongly suggested by the collective results for the ambition variable.



Frank Shipper, Ph.D.
Professor of Management
Perdue School of Business
Salisbury University
Salisbury, MD 21801
Phone: (410) 543-6333
FAX: (410) 546-6208
E-mail: fmshipper@salisbury.edu
Home Page: http://faculty.salisbury.edu/~fmshippe/home/