Multi Rater Assessment Feedback (MRAF) Acceptance for Employee Development

Abstract: This paper aims to examine the acceptance of multi rater assessment feedback by managers. The paper specifically focused on examining the extent to which self-esteem, cynicism and perceptions of procedural justice predict acceptance of multi rater assessment feedback. Quantitative data which were collected through questionnaires from 286 managers were analyzed. Findings reveals that cynicism was the most important construct to explain the differences in the acceptance of multi rater feedback. Findings gave emphasis on examining the cynicism levels in the organization. The study has taken care of variables those are not included in the previous studies. Keywords: Performance Appraisal, Self-Esteem, Cynicism, Procedural Justice, Multi Rater Assessment Feedback, 360-Degree Feedback, Leadership and Perception