Investigating the effects of 360 degree feedback method, oneof the modern performance evaluation methods, on employees' organizational commitment

Increasingcompetitionamongbusinessesincreasestheimportance of accessingaccuratedata on performance. It is expectedthat a fairapproachwill be taken in performanceevaluationprocessesandthisissue has a priority in contemporaryperformanceevaluationmethods. Organizationalcommitment is a criticalconceptthatexpressestheemotional, normativeandcontinuationcommitment of employeestothebusiness. Employees' desiretostay in thebusiness, sense of belongingandcommitmenttocorporatevalues directlyaffectthelong-termsuccess of businesses. Thepurpose of thisstudy is toexaminetheeffects of the 360-degree feedbackmethod, one of thecontemporaryperformanceevaluationmethods, on theorganizationalcommitment of employees.Themethod of thisstudy is based on thequantitativemethodandwasconductedaccordingto a relational (cross-sectional) design.Datawerecollectedusing a demographicinformationform, the 360-degree feedbackmethodscale, andtheorganizationalcommitmentscale. QuantitativeanalysiswasperformedusingtheKruskall Wallis test andSpearman'sRhocorrelationcoefficient. Theresearchpopulationconsisted of service businessesoperating in Sakarya, Kocaeli, andIstanbul. A total of 204 individualswereselectedthrough a conveniencesamplingmethodandparticipated in thestudy. Theresultsindicatedthatthe 360-degree feedbackmethoddid not affectemployees' continuancecommitment, but it didincreasetheiraffectiveandnormativecommitmentlevels. Thestudyresultsindicate a positiverelationshipbetweenorganizationalcommitmentandperformanceevaluation. Accordingtothisresult, an effectiveandfairperformanceevaluationmethodincreasesemployees' organizationalcommitmentlevels. Thestudy'sresultsarelimitedtotheresponses of the 204 employeesevaluated, and it is recommendedthattherelationshipbetweenorganizationalcommitmentandcontemporaryperformanceevaluationprocesses be examinedwithlargersamples.