A study of mediating variables of the relationship between 360° feedback and employee performance

Abstract

The 360° feedback has been linked to several positive outcomes like improved performance, better interpersonal communication and smoother work relationships. Both academicians and practitioners would like more clarity regarding the link between 360° feedback and employee performance and the mediating factors in this relationship. This study empirically examines these mediating effects with a sample of executives (N = 198) working in four organizations in western part of India. The results show that interpersonal communication and quality of working life have a complete mediating effect. Leader–member exchange quality and perceived organizational support were found to have a partial but significant mediating effect. An elementary form of an integrated model, which includes all the four mediating variables and their interrelationships, has been developed conceptually. This model is examined and built up empirically using structural equation modelling.