Reactions to Dual-Purpose Assessment Center Feedback: What Does It Take to Get Participants To Buy Into and Actually Do Something With Their Feedback?
Although assessment centers (ACs) have typically been used for either administrative or developmental purposes, there are some organizations that use the same AC to achieve both of these goals (c.f., Kudisch, Avis, Fallon, Thibodeaux, Roberts, Rollier, & Rotolo, 1999; Thornton, 1992). In these dual-purpose assessment centers (DPACs), all participants within the organization are given developmental feedback whether or not they are selected or promoted. However, because the climate for a selection program is likely incompatible with that of a developmental program (Thornton, 1992), it is possible that the dual-purpose nature of the AC limits participants’ receptivity to their feedback. Although studies have examined participant reactions to feedback from administrative (c.f., Dodd, 1977; Teel & DuBois, 1983) and developmental centers (Fleenor, 1988; Goodge, 1995; Jones & Whitmore, 1995; Kudisch & Ladd, 1997; MacDonald, 1988), the authors were unable to locate any studies that examined reactions to feedback from DPACs.
This session will present the results from two studies (concurrent and longitudinal) that have examined this issue. These studies extend the work of AC researchers and practitioners by investigating the influence of a variety of factors (e.g., characteristics of the assessor, assessee, feedback message, and feedback context) on assessees' acceptance of DPAC feedback and their intentions to act on their feedback (i.e., engage in developmental training activities). The session will address key findings and offer potential strategies for increasing participants' receptivity to AC feedback and their willingness to initiate developmental follow-up activities. The session will conclude by discussing how the results of this study highlight opportunities and concerns/challenges for practitioners and researchers.
Speaker
Jeffrey Kudisch, Ph.D.
Assistant Professor & Director
Industrial/organizational Psychology Program
University of Southern Mississippi
Dr. Kudisch is an Assistant Professor and Director of the Industrial/Organizational Psychology Doctoral Program at USM. He also serves as the Director of USM's Center for Applied Organizational Studies. Dr. Kudisch is also is a co-founder and Principal Partner of Personnel Assessment Systems, Inc., a human resource consulting firm specializing in management and executive assessment.
Dr. Kudisch received his Ph.D. in I/O Psychology from the University of Tennessee, Knoxville, and his M.S. in I/O Psychology from the University of Central Florida. Dr. Kudisch has provided consulting services in the areas of assessment centers, testing and selection, training and development, organizational change, employee attitudes, customer satisfaction, and performance management (e.g., performance appraisal, multi-source feedback) to both public- and private-sector organizations since 1988. Before venturing into academia, Dr. Kudisch spent several years working in various human resource-related functions at the Tennessee Valley Authority. Dr. Kudisch has written articles in the areas of assessment centers, personnel selection, managerial credibility, charismatic leadership, and multi-source feedback. He is a member of the Society for Industrial/Organizational Psychology, Academy of Management, American Psychological Association, and the South Mississippi Society for Human Resource Management.
Speaker
Cara Lundquist
Graduate Student
Industrial/Organizational Psychology
University of Southern Mississippi
Cara is currently a graduate student in USM's Industrial/Organizational Psychology Doctoral Program. Her research interests are in the areas of selection, employee retention and assessment centers. She is a student affiliate of the Society for Industrial/Organizational Psychology.
