This research has been supported by the Douglas W. Bray and Ann Howard Award/SIOP Foundation, The State Farm Companies Foundation, the University of Illinois Campus Research Board, the University of Illinois at Urbana–Champaign Institute for Labor and Industrial Relations, and a National Science Foundation Graduate Research Fellowship. At the time of the study, Carra Sims was at the University of Illinois at Urbana-Champaign. She is now at RAND. Any opinions, findings, conclusions, or recommendations expressed in this publication are those of the author(s) and do not necessarily reflect the views of these units/agencies.
DEVELOPMENT ENGAGEMENT WITHIN AND FOLLOWING DEVELOPMENTAL ASSESSMENT CENTERS: CONSIDERING FEEDBACK FAVORABILITY AND SELF–ASSESSOR AGREEMENT
Version of Record online: 4 NOV 2008
© 2008 WILEY PERIODICALS, INC.
Volume 61, Issue 4, pages 727–759, Winter 2008
How to Cite
WOO, S. E., SIMS, C. S., RUPP, D. E. and GIBBONS, A. M. (2008), DEVELOPMENT ENGAGEMENT WITHIN AND FOLLOWING DEVELOPMENTAL ASSESSMENT CENTERS: CONSIDERING FEEDBACK FAVORABILITY AND SELF–ASSESSOR AGREEMENT. Personnel Psychology, 61: 727–759. doi: 10.1111/j.1744-6570.2008.00129.x
We thank all of the members of both the Managerial Development Program and the Laboratory for the Study of Developmental Assessment Centers (DACLab) at the University of Illinois at Urbana–Champaign and Colorado State University for their assistance with this project.
- Issue online: 4 NOV 2008
- Version of Record online: 4 NOV 2008
Vol. 62, Issue 1, 199–200, Version of Record online: 4 FEB 2009
This study sought to understand employees' level of behavioral engagement in response to feedback received in developmental assessment center (DAC) programs. Hypotheses were drawn from theories of self-enhancement and self-consistency and from findings in the multisource feedback and assessment center literatures regarding recipients' perceptions of feedback. Data were gathered from 172 U.S. middle managers participating in a DAC program. Results suggested that more favorable feedback was related to higher behavioral engagement. When discrepancies between self- and assessor ratings were examined, overraters (participants whose overall self-ratings were higher than their assessor ratings) tended to show less engagement in the program compared to underraters. However, pattern agreement on the participant's dimension profile did not significantly correlate with behavioral engagement. Based on these findings, avenues for future research are presented and practical implications are discussed.