Ensuring that individuals develop new and more productive behaviors on the job is a challenge for many organizations and a focus of time, effort, and energy spent on programs to facilitate this change. This research was an effort to validate and utilize a framework for understanding how efforts toward individual development are restricted. To do this, I used a new 360-degree feedback instrument called “Time 2 Change” that measures self, manager, direct report, and peer/colleague perceptions of change in the individual. This instrument also measures the individual's perceptions of development enablers, in a framework called a Development Pipeline. As a result of analyses, it is clear that while the scale being used to measure development enablers is intended to be multidimensional, it consists of one dimension. However, there are several opportunities to build on this research to improve the pipeline tool and to gain a better understanding of individual development.
","abstract_html":"<p>Ensuring that individuals develop new and more productive behaviors on the job is a challenge for many organizations and a focus of time, effort, and energy spent on programs to facilitate this change. This research was an effort to validate and utilize a framework for understanding how efforts toward individual development are restricted. To do this, I used a new 360-degree feedback instrument called “Time 2 Change” that measures self, manager, direct report, and peer/colleague perceptions of change in the individual. This instrument also measures the individual's perceptions of development enablers, in a framework called a Development Pipeline. As a result of analyses, it is clear that while the scale being used to measure development enablers is intended to be multidimensional, it consists of one dimension. However, there are several opportunities to build on this research to improve the pipeline tool and to gain a better understanding of individual development.</p>","abstract_has_math":false,"creators":["Stage, Victoria Cole"],"institution":null,"degree_name":"Doctor of Philosophy (PhD)","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Debra A. Major","Donald D. Davis","Barbara Winstead","Marc Sokol"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2004,"date_issued":"2004-01-01T08:00:00Z","date_published":"2004-01-01T08:00:00Z","updated_at":"2026-07-24T03:34:31Z","subjects":["Behavior change","Development pipeline","Three hundred 60-degree feedback","Behavioral Disciplines and Activities","Industrial and Organizational Psychology"],"languages":[],"rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["9780496939060"],"render_values":[{"text":"9780496939060","href":null,"code":true}]}]},"links":{"outbound_url":"https://digitalcommons.odu.edu/psychology_etds/169","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Debra A. Major","Donald D. Davis","Barbara Winstead","Marc Sokol"]},{"key":"dc:creator","label":"Author","values":["Stage, Victoria Cole"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2019-04-05T07:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy (PhD)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Behavior change","Development pipeline","Three hundred 60-degree feedback","Behavioral Disciplines and Activities","Industrial and Organizational Psychology"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["9780496939060","https://digitalcommons.odu.edu/psychology_etds/169"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Ensuring that individuals develop new and more productive behaviors on the job is a challenge for many organizations and a focus of time, effort, and energy spent on programs to facilitate this change. This research was an effort to validate and utilize a framework for understanding how efforts toward individual development are restricted. To do this, I used a new 360-degree feedback instrument called “Time 2 Change” that measures self, manager, direct report, and peer/colleague perceptions of change in the individual. This instrument also measures the individual's perceptions of development enablers, in a framework called a Development Pipeline. As a result of analyses, it is clear that while the scale being used to measure development enablers is intended to be multidimensional, it consists of one dimension. However, there are several opportunities to build on this research to improve the pipeline tool and to gain a better understanding of individual development.
"]},{"key":"dc:title","label":"Title","values":["Creating Individual Behavior Change Through 360-Degree Feedback: A Development Pipeline Perspective"]}]}],"canonical_facts":{"dc:contributor":["Debra A. Major","Donald D. Davis","Barbara Winstead","Marc Sokol"],"dc:creator":["Stage, Victoria Cole"],"dc:date.available":["2019-04-05T07:00:00Z"],"dc:description.abstract":["Ensuring that individuals develop new and more productive behaviors on the job is a challenge for many organizations and a focus of time, effort, and energy spent on programs to facilitate this change. This research was an effort to validate and utilize a framework for understanding how efforts toward individual development are restricted. To do this, I used a new 360-degree feedback instrument called “Time 2 Change” that measures self, manager, direct report, and peer/colleague perceptions of change in the individual. This instrument also measures the individual's perceptions of development enablers, in a framework called a Development Pipeline. As a result of analyses, it is clear that while the scale being used to measure development enablers is intended to be multidimensional, it consists of one dimension. However, there are several opportunities to build on this research to improve the pipeline tool and to gain a better understanding of individual development.
"],"dc:identifier":["9780496939060","https://digitalcommons.odu.edu/psychology_etds/169"],"dc:rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"dc:subject":["Behavior change","Development pipeline","Three hundred 60-degree feedback","Behavioral Disciplines and Activities","Industrial and Organizational Psychology"],"dc:title":["Creating Individual Behavior Change Through 360-Degree Feedback: A Development Pipeline Perspective"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Doctor of Philosophy (PhD)"]},"updated_at":"2026-07-24T03:34:31Z"}