Factors Influencing Employee Intentions to Provide Honest Upward Feedback Ratings |
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| Authors: | Austin F. R. Smith Vincent J. Fortunato |
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| Affiliation: | (1) Department of Psychology, University of Southern Mississippi, Hattiesburg, MS, USA;(2) Present address: Personnel Decisions International, New York, NY, USA;(3) Department of Psychology, Boise State University, Boise, ID 83725-1758, USA;(4) Present address: People Business LLC, Boise, ID, USA |
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| Abstract: | Based on current research involving rater motivation, we examined several factors hypothesized to influence employee intentions to provide honest upward feedback. Survey data were collected from a demographically diverse sample of hospital employees (n = 203). In summary, we found empirical support for generalizing extant models of rater motivation to an upward feedback context: cynicism towards upper management and the upward feedback process, understanding upward feedback, and opportunity to observe their supervisors were the primary predictors of employee intentions to provide honest upward feedback ratings, mediated by the (a) extent to which employees perceived positive benefits would result from rating their supervisors honestly, (b) the extent to which employees feared retaliation by their supervisors, and (c) rater self-efficacy. |
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| Keywords: | Upward feedback Multisource feedback Multi-rater feedback Performance appraisal Rater motivation Rater participation Rater accuracy |
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