Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams.

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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 procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and … continued below

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Lin, Yue August 2007.

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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 procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other agreement that could be used to study various contextual factors; (b) examining the relationship between self-other agreement and performance in three vastly different samples; (c) providing some important insights about consensus between raters and self-other agreement; (d) offering some practical guidelines regarding how to apply MSF to other cultures more effectively.

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  • August 2007

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  • Jan. 14, 2008, 11:13 p.m.

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Thumbnail image of item number 1 in: 'Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams.'.
Thumbnail image of item number 2 in: 'Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams.'.
Thumbnail image of item number 3 in: 'Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams.'.
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Lin, Yue. Cultural Implications of Self-Other Agreement in Multisource Feedback: Comparing Samples from US, China, and Globally Dispersed Teams., dissertation, August 2007; Denton, Texas. (https://digital.library.unt.edu/ark:/67531/metadc3947/: accessed April 15, 2024), University of North Texas Libraries, UNT Digital Library, https://digital.library.unt.edu; .

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