Bailey & Austin, 2006


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. Reading this article and answering a 10-question quiz, participants will earn 1 Learning CEU.

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Course curriculum

  • 1

    Bailey & Austin, 2006

    • Article

  • 2


    • Bailey & Austin Quiz

  • 3


    • Evaluation


CEU Content Creator

Jacqueline Shackil

Jacqueline joined Affecting Behavior Change as a Performance Engineer Intern. We were so inspired by her dedication to the field and to helping others learn more about Organizational Behavior Management. Jacqueline continued to excel in her position and became a CEU Content Creator. As a CEU Content Creator at Affecting Behavior Change, Jacqueline develops continuing education and professional development courses on ethics, contemporary issues in Behavior Analysis, and Organizational Behavior Management. Jacqueline has an M.S. in Applied Behavior Analysis and a Graduate Certification in Industrial-Organizational Psychology. She is also a Board Certified Behavior Analyst.

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