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Dissertations / Theses on the topic '360-degree feedback'

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Published: 4 June 2021

Last updated: 25 July 2025

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1

Tetrault, Tisha A. "Item mapping for customized 360-degree-feedback models." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999tetrault.pdf.

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WERNKE, JULIA YVONNE. "PERCEPTIONS OF CHANGE FOLLOWING A 360-DEGREE FEEDBACK INTERVENTION." University of Cincinnati / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1154698144.

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Rolnick, Daniel C. "Harnessing the Transformative Tsunami: Fleet-wide 360-degree Feedback Revisited." Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/7406.

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Approved for public release, distribution unlimited<br>Since 1775, the success of the U.S. Navy has been borne of its strong, capable leadership. For generations, seafaring warriors have been cultivated from within, hand-selected, and groomed to fit the roles their fleet demands of them. Unfortunately, the recent firings of a few marquee officers suggest some tarnished organizational practices in need of polish. This thesis highlights obstacles impacting leadership development within the modern United States Navy. It also reflects upon various strategic, cultural, and technological trends that

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Harrington, Amanda. "Numbers, words and anonymity in 360-degree feedback : a qualitative study." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12564.

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Academic research in 360-degree feedback continues to be dominated by a positivist approach with analyses of the feedback ratings. In contrast, this qualitative study explores how people make sense of 360, across the chain of meaning making involving not only raters and feedback recipients but also HR managers, facilitators and external consultants. Two corporate case studies in the pharmaceutical sector show how 360 evolves as a social process and carries a variety of meanings in different organisations and management contexts. Quasi-scientific rituals are revealed, demonstrating the existenc

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5

Aderhold, Michelle N. "The implementation of 360-degree feedback for high school DECA officers." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001aderholdm.pdf.

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Lahn, Alexsis. "Experiencing 360 feedback within higher education." Menomonie, WI : University of Wisconsin--Stout, 2007. http://www.uwstout.edu/lib/thesis/2007/2007lahna.pdf.

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Nystrom, David C. "360-degree feedback : a powerful tool for leadership development and performance appraisal." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA390816.

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Russell, Kailyn. "Narrative Comments of 360-Degree Feedback| Gender Differences on Task and Social Roles." Thesis, Southern Illinois University at Edwardsville, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1591175.

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<p> Prior research has paid little attention to the qualitative ratings (narrative comments) that are typically received in 360-degree feedback interventions. In addition, previous research has found gender differences in leadership styles and work outcomes, but little research has examined gender differences when receiving feedback. The present study addressed these questions by exploring how the type of feedback received (favorable/unfavorable; task/social) may affect individual and organizational outcomes (perceived developmental use, perceived usefulness, and affective reactions). Gender d

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Morison, Phil. "How 360 degree feedback practices create positive or negative participant perceptions of the process." Thesis, University of Brighton, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.543099.

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360 degree feedback is widely used by employing organisations but peoples' views of how successful it is vary from individual to individual and from organisation to organisation. Successful experiences of 360 degree feedback can have a powerful effect on performance, retention and development. When 360 degree feedback is unsuccessful within organisations there appears to be a damaging effect on employee engagement factors like motivation, organisational commitment and morale. It is therefore important to gain a better understanding of what differentiates more successful experiences of360 degre

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Callender, Stephen McLean. "Response to 360-degree feedback as a management development intervention : deflection, change, and transformation /." Diss., This resource online, 1996. http://scholar.lib.vt.edu/theses/available/etd-06062008-155519/.

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Williams, James M. "The Surface Warfare community's 360-degree feedback pilot program : a preliminary analysis and evaluation plan." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2005. http://handle.dtic.mil/100.2/ADA435557.

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Thesis (M.S. in Business Administration)--Naval Postgraduate School, June 2005.<br>Thesis Advisor(s): Susan Hocevar, Alice Crawford. Includes bibliographical references (p. 71-74). Also available online.

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Shatzer, Ryan Hamilton. "Predicting Transformational Leadership: Self-Other Agreement in Multi-Source Feedback." BYU ScholarsArchive, 2009. https://scholarsarchive.byu.edu/etd/2010.

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Multi-Source Feedback (MSF) has become an important tool for leadership development programs. Previous research has examined how self-other agreement in MSF relates to leadership effectiveness. Discrepancies exist in the literature between how to measure self-other agreement and which method best depicts self-awareness. The current study examined the relationship between various measurements of self-other agreement, self-awareness and transformational leadership. MSF data were collected from target leaders (n = 31), and their respective direct report, peer and supervisor raters (n = 233). Rate

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13

Morrison, Devin J. "360-degree feedback implementation plan Dean position, Graduate School Of Business and Public Policy, Naval Postgraduate School." Thesis, Monterey, California. Naval Postgraduate School, 2002. http://hdl.handle.net/10945/6046.

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Approved for public release; distribution is unlimited.<br>360-degree feedback is a personal development and appraisal tool designed to quantify the competencies and skills of fellow employees by tapping the collective experience of their superiors, subordinates, and peers. Substantially better than the hierarchical, single-source assessments employees are familiar with, this multi-source system provides participants with a comprehensive interpretation of their performance from numerous perspectives within the organization. The objective of this thesis is to develop a 360-degree feedback syste

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Bradley, Thomas P. "Analysis of Leadership Perceptions Using Multirater Feedback." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4533/.

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Performance improvement intervention begins with assessment. How that assessment is interpreted can mean the difference between success and failure. Previous research of 360-degree feedback instruments has tried to reconcile the differences between multiple rater groups. Rather than searching for agreement, this research proposes to understand the meaning of the differences using multirater feedback. Individuals determine ratings based upon their own perspective and building upon the understanding of rater perspective may result in improved assessments. Data from an existing data set was proce

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Kennedy, Maureen. "Coaching as a development tool for managerial feedback." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97423.

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Thesis (MPhil)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: Giving regular performance feedback for improvement and indicating good performance is essential for individuals to function optimally in the work environment. Managers often avoid the task of giving feedback, especially negative feedback. This avoidant behaviour is manifested in different ways, including delegating the task of giving feedback, suppressing the information which managers believe is negative, avoiding giving feedback or not giving feedback at all. This study was aimed at answering the following questions: What

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Mahlke, Jana [Verfasser]. "Validation of 360-Degree Feedback Assessments : Development, Evaluation, and Application of a Multilevel Structural Equation Model / Jana Mahlke." Berlin : Universitätsbibliothek Freie Universität Berlin, 2019. http://d-nb.info/1179782917/34.

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Johansson, Rickard, Tobias Leander, and Viktor Nilsson. "ARE YOU THE LEADER YOU THINK YOU ARE? : Perception of leadership in three Team Sportia stores: a case study." Thesis, Jönköping University, Jönköping International Business School, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-12746.

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<p><strong>Purpose</strong> This thesis investigates if leaders’ self-perception and the employees’ perceptions of their leadership are aligned.</p><p><strong>Background</strong> To know whether leaders use a preferred leadership style one could ask their employees. The followers are considered a suitable benchmark for a leader to gain insight into his or her style of leadership. It is therefore of interest to research if the leaders’ self-perception of their leadership is aligned with the perception of their employees. This study will investigate three different managers and their employees i

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Grahek, Myranda. "Agreement Between Self and Other Ratings in Multi-Rater Tools: Performance, Alternative Measures, and Importance." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9102/.

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Multi-rater tools also referred to as 360-degree feedback tools, are frequently used in addition to traditional supervisory appraisals due to sources (i.e., supervisor, peer, direct report) unique perspectives and opportunities to view different aspects of job performance. Research has found that the differences among sources are most prevalent between self and other ratings, and the direction of agreement is related to overall job performance. Research has typically focused on one form of agreement, the direction of an individual's self-ratings compared to others' ratings. The current study

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Grahek, Myranda Marshall Linda L. "Agreement between self and other ratings in multi-rater tools performance, alternative measures, and importance /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9102.

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Slater, Rory F. "Querying the 'new capitalist' agenda : a critical (re)contextualisation of '360 degree feedback' and the production of the empowered, self-governing, organizational subject." Thesis, University of Surrey, 2015. http://epubs.surrey.ac.uk/807384/.

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The present thesis comprises a three part qualitative project that queries a specific facet of popular management rhetoric: namely, that the contemporary economic agent operates as an empowered self-governing agent. It critically engages with the much debated demise of ‘old capitalism’ and ‘new capitalism’s’ claims of workplace democratisation. The thesis begins with a critical (re)contextualisation of what had become colloquially know as ‘360 degree feedback’. An in-depth genealogical analysis is presented that traces the genesis of three prominent multi-rater/source feedback mechanisms betwe

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McElhenie, Michael K. (Michael Keith). "Convergence of Self and Other Ratings of Personality: a Structural Equation Analysis." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc278950/.

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Recently, multi-source feedback has been a popular way of providing performance-related feedback to individuals in many organizations. Many who use multi-source feedback consider Rating Convergence, others seeing target individuals as they see themselves, to be a positive outcome of this process. However, the variables that account for Rating Convergence are not known. This study investigated whether the personality factor Extroversion and Behavioral Consistency, acting as a moderator variable, could account for Self-other Rating Convergence, particularly the Convergence between self and peer

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Wilkinson, Lisa. "Gender stereotypes of citizenship performance and their influence on organizational rewards." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001382.

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Barbosa, Mayara Letícia Calixto dos Santos. "A avaliação 360º : percepções dos professores do Programa de Ensino Integral /." Rio Claro, 2019. http://hdl.handle.net/11449/190839.

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Orientador: Regiane Helena Bertagna<br>Resumo: A presente pesquisa tem o objetivo de analisar as percepções dos professores que fazem parte do Programa de Ensino Integral do Estado de São Paulo (PEI) e que participam da avaliação de desempenho que faz parte do PEI, denominada “Avaliação 360 graus”, colocando a educação e as relações desses profissionais sob a ótica do gerencialismo, tendo como principais objetivos a obtenção do alcance de metas na lógica do mercado empresarial. Para que isso ocorra, é necessário medir e avaliar o trabalho que é realizado pelos profissionais e se os mesmos corr

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Cunnyngham, Hal F. "A study of the relationships between personality as indicated by the Myers Briggs Type Indicator and leadership strengths and weaknesses as identified by Skillscope." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2808/.

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The purpose of this study was to improve the quality of information used in leadership assessment and development programs. The study determined the relationships between personality type, as indicated by the Myers-Briggs Type Indicator (MBTI), and leadership strengths and developmental needs as measured by Skillscope. The study also determined the relationships between personality type and congruence between self-awareness of strengths and developmental needs and ratings by knowledgeable observers. The discriminate analysis of the Skillscope leadership feedback instrument compared with the s

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Lin, Yue. "Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3947/.

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Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedur

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Watt, Candice L. "Looking back and forth examining communication processes in a marketing research organisation /." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-07172007-151903/.

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Petersen, Andrew K. "Integrating risk management into the undergraduate construction management curriculum : an investigation into the effect of zero tolerance, 360-degree feedback and competition within a world wide web assisted construction project-based learning environmen." Thesis, University of Portsmouth, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419069.

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28

Terriot, Katia. "Quels apports de l’approche contextualisée à l'évaluation de l'intelligence chez les adolescent·e·s ?" Thesis, Paris, CNAM, 2018. http://www.theses.fr/2018CNAM1220.

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L'objectif principal de la thèse est de montrer les apports de l'évaluation contextualisée à l'évaluation de l'intelligence chez les adolescents.e.s, à travers cinq articles. Le premier fait l'état des lieux de l'évaluation contextualisée de l'intelligence. Le second développe les évaluations auto et hétéro-rapportées de l'intelligence. Les trois suivants rendent compte des apports d'outils d'évaluation contextualisée notamment en termes de preuve de validité. Seul le facteur de raisonnement fluide du questionnaire d'auto-évaluation prédit les résultats scolaires. Les liens avec le comportemen

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Dobruská, Iva. "Současné trendy ve vzdělávání manažerů." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-72273.

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This thesis charts the developments that have occurred in the field of managerial education specifically from the perspective of the current trends in educational programmes both in the Czech Republic as well as abroad. The theoretical section of the thesis consists of a pilot study aimed at the demand for educational and developmental programmes amongst a selected research sample of managers and also at an analysis of the supply offered by a sample of educational organisations located in the City of Prague. Based on the information that was gathered, certain conclusions were drawn and recomme

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Kvasnička, David. "Využití IT v řízení lidských zdrojů." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-165117.

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Information technology industry is one of the fastest growing industries in the world and its impact can be observed in the processes related to the human resources management as well. Humans are one of the most important parts of the organization, so it is necessary to deal with personnel activities. This dissertation focuses on selected processes at the human resources department and their possible support by using appropriate software tools. The aim of this dissertation is to analyze these processes, to present the current software support of these processes to the reader and to find method

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Banks, Kristina L. "Process Evaluation of Group Well Child Visits for One-Month-Old Infants." Case Western Reserve University Doctor of Nursing Practice / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=casednp1460750207.

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Burenkova, Ksenia. "hodnocení marketingových manažerů." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-77046.

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This work aims to investigate the possibilities of evaluation of managers with an emphasis on current and future conditions of business units and management. The focus is the marketing manager and his department. Significant attention is paid to the impact of the global economic crisis on the organization and management and the role of marketing activities when dealing with the crisis. Analysis of job offers for marketing manager on the Internet gives an opportunity to understand evaluation of marketing managers by employers. Provides an overview of the requirements for applicants for this pos

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Carroll, Gretchen Kay. "AN EXAMINATION OF THE RELATIONSHIP BETWEEN PERSONALITY TYPE, SELF PERCEPTION ACCURACY AND TRANSFORMATIONAL LEADERSHIP PRACTICES OF FEMALE HOSPITAL LEADERS." Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288189512.

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Kara, Sarika. "Consistency between raters in a 360-degree leadership feedback instrument." Thesis, 2011. http://hdl.handle.net/10539/10435.

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The aim of the study was to analyse the ratings regarding the leadership performance of participants of a particular 360-degree feedback questionnaire using an ex post facto design. The sample consisted of 2 788 self-raters, 7 710 colleagues, 2 938 managers, and 8 426 subordinates. Results from the analyses calculated showed the degree of consistency to vary between the different groups of raters with self-ratings being significantly lower than other groups’ ratings. The results of the current study further revealed that differences observed were due to individual differences and not due

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Chen, Yi-ru, and 陳易汝. "Ratees’ Cognitive response process to feedback of 360 degree evaluation." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/uwd8qh.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>97<br>In order to response the challenging competitive environment, enterprises must focus on talent development nowadays. 360 degree feedback system is through the multiple sources feedback to let employees can overview his/herself, enforce motivation of self improvement and led organization growth. Most of the previous researches examined concurrent relationships between feedback and a variety of other variables but failed to examine the process underlying employees’ behavioral or cognitive response to feedback. This research will generate the feedback process

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Lin, Shih-Chien, and 林世健. "The Elementary School Directors'' Attitude toward 360-Degree Feedback and Learning School." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/56151583740556631113.

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碩士<br>淡江大學<br>教育政策與領導研究所<br>91<br>Abstract: The main purpose of this study is to explore the relationship between 360-degree feedback attitude and implementing learning school theory of directors of elementary school. First, investigate elementary school directors’ attitude toward 360-degree feedback and implementing learning school theory in the current situations. Second, explore the differences of 360-degree feedback attitude and learning school theory with demographic variables from directors’ standpoints. At last, to probe into the attitude toward 360-degree feedback as predict

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Pinho, Sonia de Castro. "A manager's subjective experience of 360-degree feedback as a tool in leadership development." Diss., 2006. http://hdl.handle.net/10500/908.

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Leadership development has become a focal area for most organisations today in an attempt to ensure that leaders are able to take them into the future and achieve a competitive advantage. Literature reveals that, among others, one of the most popular initiatives in leadership development includes the use 360-degree feedback. Due to the sensitivity and challenge of giving and receiving 360 degree feedback, it is essential to understand the subjective experience of manager's who have recently undergone the process as well as the factors which influence and are influenced by the process.

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Kao, Hu-tai, and 高鵠泰. "Construction of the 360 Degree Feedback Evaluation Indicators for Junior High School Teachers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/24920271573703888235.

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碩士<br>國立臺南大學<br>教育學系課程與教學碩士班<br>99<br>This study aims to construct the 360 degree feedback evaluation indicators for junior high school teachers. There are two main purposed in this study, inclusive of（1）to discuss the content of 360 degree feedback evaluation indicators for junior high school teachers and（2） to understand the different opinions between stakeholders in the 360 degree feedback evaluation indicators. The methodology adopted Delphi technique, and the researcher conducted two times of Delphi questionnaire survey on 20 practical experts until they had a consensus. The researcher al

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Jan, Bin-lian, and 詹碧蓮. "Exploring the feasibility of applying 360 degree feedback system to the public sector." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/08617892112760232212.

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碩士<br>東吳大學<br>企業管理學系<br>98<br>Under the impact of the globalization, the international competition is getting very intensively and the government needs to play a key role in this new development. During this globalized and international change, the government is facing the public with high standard demand for the ser-vice, all the government have to propose and proceed reen-gineering project and performance management so that the effectiveness of services for the public can be enhanced, and the national development and welfares for the people can be promoted. 360 degree multi-sourc

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楊惠文, Hui-WenYang, and 楊惠文. "Accessing University Teaching through 360-degree feedback Evaluation：A Cass Study of an University Teacher." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/27524638240984064444.

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碩士<br>淡江大學<br>教育政策與領導研究所碩士班<br>95<br>This research is based on the possibility of bringing“360-degree feedback” into teaching evaluation for university and college teachers. This research is according to studying research for individual and interviewing in details. This research is mainly focus on university and college teachers by using“360-degree feedback”to evaluate how a university teacher performed well in teaching, even for school directors in each faculty and the teacher being evaluated. This research is focused on using the evaluation sheet to show how the evaluated teacher did in the

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Chen, Yen-ju, and 陳彥儒. "The Study of Factors of Ratees'' Goal understanding in 360 Degree Feedback Evaluation." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/96104621084246409246.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>98<br>The study surveyed 366 managers as the ratees of 360 degree feedback evaluation in 6 companies. The key factors to ratees’ perception of validity- perceptions of confidentiality, understanding, interview feedback, and abilities of raters in 360 degree feedback- affect goal understanding through the mediating effect but not moderating effect of ratees'' perceived acceptance. This study also suggest something important about carrying out 360 degree feedback evaluation.

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Chiu, Meng-Shu, and 邱盟淑. "An envaluation study on how 360-degree feedback affect the guidance practice teacher’s self-efficacy." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/88031631541432766580.

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碩士<br>國立臺灣師範大學<br>輔導研究所<br>93<br>Recently, many important educational policies and programs, like ”Teaching, Discipline and Consultation(3in1) Experiment Program”, ”Grade 1-9 Curriculum”, ”psychologist alternative”, all influence guidance practice teachers’ professional self-efficacy. The research use the pioneer technique of 360-degree feedback to explore the need, assessment, and generalization in agreement with the tendency of age, hoping analy deeply, get the progressive usage in professional academy. The reseach is belong to quasi-experimental method of quantitative reseach. The guidan

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Wu, Mei-Chuan, and 吳美娟. "Applying 360 Degree Feedback for the Assessment of Critical Competence among Critical Care Nurse Practitioners." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/20024375534717824507.

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碩士<br>中臺科技大學<br>護理系碩士班<br>103<br>Nurse practitioners have become one of the important manpower in critical care units. The clinical care competence is very important for nurse practitioners to provide comprehensive care. But, little research has been conducted to explore their clinical care competence in Taiwan. “360 degree feedback” refers to a method used to assist personal growth, development, or personal performance appraisal through comprehensive, multi-data collection, and analysis processes. Data sources include the nurses themselves, supervisors, subordinates, colleagues, and relevant

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CHOU, CHUNG-HUENG, and 邱中宏. "The Research on present performance evaluation and 360-degree feedback of Counselors of the Armed Forces." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/2e7xh6.

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碩士<br>銘傳大學<br>公共事務學系碩士在職專班<br>95<br>ABSTRACT The Research on present performance evaluation and 360-degree feedback of Counselors of the Armed Forces by CHOU, CHUNG-HUENG Feb 2007 ADVISOR（S）：Dr. YANG, MING- LEI DEPARTMENT：DEPARTMENT OF PUBLIC AFFAIRS MAJOR：PUBLIC AFFAIRS DEGREE：EXECUTIVE MASTER OF PUBLIC AFFAIRS Content: With the political democratization and social structural change of our country, it is unavoidable to have impacts on the operation of the authority concerned. The role of the government should be redefined via result evaluation feedback system to become a flexible and competi

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Dai, Yu-Shan, and 戴瑀珊. "A study of personnel staffs'' opinions of 360-degree feedback performance appraisal in university." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/23754481130101190359.

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碩士<br>淡江大學<br>教育政策與領導研究所碩士班<br>93<br>The purpose of this study is to explore the personnel staffs’ opinions of 360-degree feedback performance appraisal in university, in order to provide guidance for universities that will implement 360-degree feedback performance appraisal in the future and for further research. This study employed literature analysis and a survey questionnaire. The research instrument is a self-designed questionnaire and the questionnaire include five major parts: “Evaluation Sources”, “Fairness”, “Usefulness”, “Difficulties and Problems”, and “Acceptance”. The subjects

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Yang, Fen-hwa, and 楊芬華. "The implementation of Leadership Assessment Tool，360-degree Feedback – case study on one international transportation company." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/33374415083858997414.

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碩士<br>國立中央大學<br>人力資源管理研究所碩士在職專班<br>97<br>Recently, more and more organizations around the world are paying the high attention on people development, they are using multisource, or 360-degree feedback as the tool to assist the employees to know their own leadership styles and create the opportunities for further development. Although many human resources researches indicate that multisource is an important mechanism for leadership development, however, organizations must attend to and address several issues in order to maximize the utility of multisource feedback. The purposes of this study we

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Hsu, Chung-Wen, and 徐崇文. "The study of using 360-degree feedback to explore the factors affecting behavior change intention of managers." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/95597469464934173568.

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Yih-Chang, Yeh, and 葉益昌. "The longitudinal field study of TQM with 360 degree feedback perception, satisfaction, behavior change and Performance improvement." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/16091734441899149273.

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Chou, Min-Tsung, and 周敏聰. "THE STUDY OF EVALUATING THE PERFORMANCE OF 360 DEGREE FEEDBACK SYSTEM IN ENTERPRIE – TEEKING COMPANY C FOR EXAMPLE." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/91453760743749586479.

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碩士<br>元智大學<br>管理研究所<br>93<br>This research is aimed at the feasibility of adopting the 360-degree evaluation system – which has been introduced among Taiwan corporations, but is still not able to become the mainstream of the evaluation system. Since the topic of 360-degree evaluation system has been discussed in the past research, therefore, this paper will not confer on its theoretical pros and cons. Rather, this research will focus on the employees’ response based on the post-deployment of the 360-degree evaluation. The research attempts to use these six elements to debate the 360 degree fe

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Ho, Tin-Chun, and 何廷鈞. "Accessing Taiwanese enterprises senior managers through 360-degree feedback Evaluation：A case study of a financial industry senior manager." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/52090716091379727638.

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碩士<br>淡江大學<br>中國大陸研究所碩士班<br>100<br>The research is based on the possibility of bringing “360-degree feedback” into evaluation for Taiwanese enterprises and senior managers. This research is according to studying research for individual and interviewing in details. This research is mainly focus on Taiwanese enterprises and senior managers by using “360-degree feedback” to evaluate how a financial industry senior manager performed well in working, even for school directors in each faculty and the teacher being evaluated. Through this interview in details will find out the possible way for d

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