Maximizing Multisource Feedback: The Use of Goal Setting to Facilitate Performance Improvement

Abstract

The present study examined a theoretical model representing the relationship between multisource feedback and performance change. The model tested was a variation of the model proposed by Smither et al. (2005), with a focus on the goal-setting mechanisms. In addition, the personality constructs of Conscientiousness, Neuroticism, learning goal orientation, and self-efficacy were examined as predictors of performance change. The results of the path analysis provided limited support for the model proposed in this study. However, significant direct relationships were observed between feedback characteristics and performance change and goal quality and performance change. More research with the proposed model is needed to determine the role of personality and its impact on performance change.