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Abstract
In order to provide employees with performance feedback from multiple stakeholders with different perspectives, 360 feedback has become a popular tool in organizations. However, there have been questions as to whether these ratings actually help to improve employee performance. A recent stream of research on insufficient effort responding (IER), or a lack of rater attention when responding to survey items, could potentially help to explain problems with 360 feedback. This study uses mixed model item response theory (MM-IRT) to group raters on three 360 feedback surveys into latent classes based upon their response behavior, and then associates class membership with presence of IER measured through different indices. Findings indicate a strong presence of systematic responding on behalf of raters on all three surveys. In addition, there were some instances of systematic responding (e.g., lenient responding or central tendency responding) relating back to specific forms of IER. These results demonstrate the need to further consider rater behavior on performance feedback instruments, as well as the effectiveness of these instruments in shaping employee performance.