A study of mediating variables of the relationship between 360° feedback and employee performance

Rai, Himanshu; Singh, Manjari

doi:10.1080/13678868.2012.740797

Cited by 13 publications

(8 citation statements)

References 37 publications

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“…They are employed women and well experienced in these competencies during their education or work experience, especially skills, such as problem-solving, generating new strategies, and commitment as highlighted by different scholars, including Al-Olyan (2016) and Harris and Leberman (2012). Similarly, Dragoni, Park, Soltis, and Forte-Trammell (2014) and Rai and Singh (2013) suggested developing leadership competencies by integrating learning experiences, participation in giving feedback, improving role knowledge, and promoting high potentials' exposure.…”

Section: Discussionmentioning

confidence: 99%

Exploring Employed Women’s Perceptions of Leadership in the Light of a Leadership Program in Saudi Arabia

Alfaraidy

2021

JESR

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The present research paper aims at exploring the expectations and perceptions of leadership among Saudi employed women who accomplished a leadership development program “Qiyadat” offered by MiSK Foundation. The author designed a questionnaire of eight domains to examine the participants’ perceptions of the leadership program content, required leadership competencies, leadership challenges, support, program success requirement, as well as understanding and implementing the Saudi Vision 2030. The sample consisted of 60 employed women who have attended a leadership development program offered by Misk Foundation in the academic year 2019/2020. Following a descriptive-analytical research design, the author administered the instrument to collect data and discuss the results. The results showed that the participants have high perceptions of leadership due to the leadership development program offered by Misk Foundation. Additionally, there was a positive correlation between the participants’ perceptions of leadership and the seven variables of the questionnaire (i.e., the leadership program content, leadership competencies, leadership challenges, sources of support, program success requirements, understanding Saudi Vision 2030, and execution of Saudi Vision 2030). There were no statistically significant differences between the participants in their perceptions of leadership in the light of the women’s leadership program offered by Misk Foundation according to the years of experience. Thus, it is highly recommended that public and private sectors support women in the development of leadership, address their needs, and overcome challenges facing their empowerment and gender equity. Received: 16 December 2020 / Accepted: 8 February 2021 / Published: 5 March 2021

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Section: Discussionmentioning

confidence: 99%

Exploring Employed Women’s Perceptions of Leadership in the Light of a Leadership Program in Saudi Arabia

Alfaraidy

2021

JESR

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“…Articles in this category received 2.5 to 3.5 points in theory building and one to two in theory testing. Rai and Singh (2013) explored the mediating variables such as interpersonal communication in the relationship between feedback and employee performance, grounding their model in multiple previous research findings. Qualifiers are defined as articles that improve an existing theory using additional conceptual arguments.…”

Section: Modified Taxonomymentioning

confidence: 99%

Theory Building and Testing in HRD: Current Advancements and Future Directions

Seo

Noh

Ardichvili

2019

Human Resource Development Review

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This research studied changes in theory building and testing levels, reported in 668 articles published in three leading Human Resource Development (HRD) journals in years 2000 to 2017. Using a modified taxonomy of theory building research, we found evidence to suggest that the trajectory of theory building and testing efforts in HRD suggests that the field has reached a stage of a mature discipline. The study has found that some types of research have become less important as the discipline matured (e.g., Reporters, or articles reporting observation of phenomena) or remain stable (Modifiers of existing theories), whereas others steadily grow in importance (theory Builders and Expanders). Correlating the results of citation analysis with types of articles, we found that articles that propose and test new theoretical constructs at the same time, or those that expand new theories, enjoy significantly higher levels of citations, compared with articles that report observations of practice or duplicate earlier studies.

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“…Such an evaluation aids in the individual career development and in taking employment-related decisions within the organization. Rai and Singh (2005) in their empirical work report that 360-degree feedback system improves the employee performance significantly.…”

Section: Career Development (X3)mentioning

confidence: 99%

Innovations in human resource practices: measurement development and validation

Agarwal

Chawla

Singh

2017

IJIS

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Purpose The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement. Design/methodology/approach A non-response bias test is conducted on a sample of 300 employees, and the assumptions of constant variance, outliers and normality are tested. Further, the InHR scale is validated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) tests. Findings EFA confirms the existence of five empirically distinct constructs at banking industry in India, and CFA affirms the dependability of the arrived constructs. It is concluded that the InHR framework constructs possess high reliability and validity. Research limitations/implications The authors duly recognize the limitations of survey-based research, the exploratory research design and the use of single method. Practical implications The proposed InHR scale and its constructs are an important input to guide managers and human resources (HR) policymakers to devise strategies for the Indian banking industry. Banks can also benchmark existing HR policies by applying the proposed InHR framework constructs. Social implications The InHR constructs provide academicians and practitioners with a better approach of understanding the InHR practices. Originality/value Despite the significance of Indian banking industry for the socio-economic capital, academic research focusing on this industry’s innovative practices has been limited. This study reveals originality and value by proposing an InHR framework in the context of Indian banking industry which integrates all the major innovative practices. Further a scale has been developed for its measurement.

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A study of mediating variables of the relationship between 360° feedback and employee performance

Cited by 13 publications

References 37 publications

Exploring Employed Women’s Perceptions of Leadership in the Light of a Leadership Program in Saudi Arabia

Exploring Employed Women’s Perceptions of Leadership in the Light of a Leadership Program in Saudi Arabia

Theory Building and Testing in HRD: Current Advancements and Future Directions

Innovations in human resource practices: measurement development and validation

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