“I don't see me like you see me, but is that a problem?” Cultural influences on rating discrepancy in 360-degree feedback instruments
“I don't see me like you see me, but is that a problem?” Cultural influences on rating discrepancy in 360-degree feedback instruments
复制标题
“我对我的看法与你对我的看法不同，但这是一个问题吗？文化对 360 度反馈工具的评分差异有影响吗？”
DOI：
10.1080/13594320802678414
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发表时间：
2010
影响因子：
4.3
通讯作者：
J. Dawson
中科院分区：
文献类型：
--
作者：
Regina H. Eckert;B. Ekelund;William A. Gentry;J. Dawson
来自各种评估者来源的 360 度反馈可提供有关领导者风格、发展优势和劣势的重要信息。观察者评分与自我评分不一致（即不同）的结果通常被视为领导关系、技能或缺乏自我意识的指标。然而，对这种自我观察者评级差异的前因的研究表明，存在系统性影响，例如文化价值观。本研究使用多级结构方程模型，根据来自 31 个国家的数据，调查了三种领导技能（决策、领导员工和沉着）的评级差异的变化，这取决于一个示例性文化维度（权力距离）。结果表明，文化价值观确实可以预测自我观察者评分的差异。因此，在解释 360 度工具中自我观察者评级差异的重要性和意义时，需要考虑系统性和背景影响，例如文化。
360-degree feedback from a variety of rater sources yields important information about leaders' styles, strengths and weaknesses for development. Results where observer ratings are discrepant (i.e., different) from self-ratings are often seen as indicators of problematic leadership relationships, skills, or lack of self-awareness. Yet research into the antecedents of such self–observer rating discrepancy suggests the presence of systematic influences, such as cultural values. The present study investigates the variation of rating discrepancies on three leadership skills (decision making, leading employees, and composure) in dependence of one exemplary culture dimension (power distance) on data from 31 countries using multilevel structural equation modelling. Results show that cultural values indeed predict self–observer rating discrepancies. Thus, systemic and contextual influences such as culture need to be taken into consideration when interpreting the importance and meaning of self–observer rating discrepancies in 360-degree instruments.