This longitudinal study investigates whether developmental changes following 360-degree feedback are predicted by the favorability of ratings received, and moderated by focal individuals’ self-efficacy and perceived importance of feedback. Five developmental criteria are investigated longitudinally: (i) self-assessments, (ii) line managers’ ratings, (iii) amount of developmental activity, (iv) global self-efficacy and (iv) self-efficacy for development. Feedback ratings from certain rater groups predicted changes in ratings, but not changes in self-efficacy or amount of developmental activity. Self-efficacy significantly moderated the feedback–performance association for certain rater groups, but feedback importance did not. Contrary to expectations, the focal individual’s initial self-assessment predicted changes in self-efficacy, over the favorability of ratings received. The implications of these findings for organizations using 360 degree feedback for developmental purposes are discussed.
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