A study of individual differences and self‐awareness in the context of multi‐source feedback

By C. Fletcher, Caroline Baldry. 2000

131 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7f0baba03e75980e2132131310298fb5905953ef

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

Assessing self‐awareness: some issues and methods (2003, background): “Multi-source multi-rater systems have chiefly been oriented towards the target manager's development and have taken place in the context of management development or leadership coursesWhile they have not been in use for very long (they were first introduced to the UK in the early 1990s), 360-degree ”
DOES PERFORMANCE IMPROVE FOLLOWING MULTISOURCE FEEDBACK? A THEORETICAL MODEL, META‐ANALYSIS, AND REVIEW OF EMPIRICAL FINDINGS (2005, background): “Several studies have examined correlates of self–other rating differences (Church, 1997; Fletcher & Baldry, 2000; McEvoy, 1990; Pollack & Pollack, 1996; Smith & Helland, 2002).”
Recognizing, Assessing, and Intervening With Problems of Professional Competence (2007, background): “As the profession recognizes the value of self-assessment, questions of definition, criteria, pedagogy, and measurement arise (Eva & Regehr, 2005; Fletcher & Baldry, 2000).”
Guiding principles and recommendations for the assessment of competence. (2007, background): “…ascertain prior examples of feedback seeking, capacity for constructive self-criticism, emotional intelligence, and awareness of others’ perceptions and (b) psychometric assessment of personality traits and styles potentially associated with self-awareness (Fletcher, 1997; Fletcher & Baldry, 2000).”
Personality Heterogeneity in Teams (2003, background): “Research on multiple rater sources has shown that people in different positions show only modest agreement in their ratings (Brett & Atwater, 2001; Fletcher & Baldry, 2000), suggesting that they provide different perspectives on a person’s performance.”
The Social Context of Performance Appraisal: A Review and Framework for the Future (2004, background): “…1997; Facteau & Craig, 2001; Warr & Bourne, 1999), rater and ratee effects on ratings (Antonioni & Park, 2001; Brutus, Fleenor & McCauley, 1999; Fletcher & Baldry, 2000; Warech & Smither, 1998; Warr & Bourne, 1999) and the application of various data analytic techniques to multi-source ratings…”
A New Look at Humility: Exploring the Humility Concept and Its Role in Socialized Charismatic Leadership (2010, unknown): “Self-awareness has been defined as “the degree to which individuals understand their own strengths and weaknesses” and operationalized through agreement of ratings between self and others (Fletcher & Baldry, 2000; Wohlers & London, 1989, p. 236).”
Defining Self-Awareness in the Context of Adult Development: A Systematic Literature Review (2021, background): “It is also claimed that those who have greater levels of self-awareness are more likely to be promoted and are more effective leaders (Axelrod, 2012; Collins, 2001; Fletcher & Baldry, 2000).”
Performance appraisal and management: The developing research agenda (2001, background): “It thus seems likely that one of the developing research themes for the period ahead will be explicating the nature of self-awareness and its correlates (Fletcher & Baldry, 2000) and how self-awareness impacts on performance.”
360-Degree Assessment: Time for Reinvention (2003, methodology): “Over the last several years, we have been witnessing the migration of 360-degree assessment from a developmental tool to a performance assessment tool (London & Smither, 1995; Bettenhausen & Fedor, 1997; Waldman, Atwater & Antonioni, 1998; Fletcher & Baldry, 2000; be used for performance appraisals.”