The Influence of the 360-Degree Feedback System on Employee Performance and Career Development in Technology Companies in Indonesia

Main Article Content

Loso Judijanto

Abstract

This study investigates the impact of the 360-degree feedback system on employee performance and career development in technology companies in Indonesia. Using a quantitative approach with a sample of 130 employees, data were collected through a structured questionnaire and analyzed with Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results demonstrate that 360-degree feedback has a significant positive effect on both employee performance and career development. Employees who receive feedback from multiple sources, including supervisors, peers, and subordinates, are better able to identify their strengths and areas for improvement, thereby enhancing work outcomes and preparing for career advancement. These findings contribute to existing literature by providing empirical evidence from the Indonesian technology sector, highlighting the system’s effectiveness in a culturally diverse context. Practically, the study suggests that organizations should integrate 360-degree feedback into their performance management and career development frameworks to foster employee growth and organizational competitiveness.

Article Details

How to Cite
Judijanto, L. (2025). The Influence of the 360-Degree Feedback System on Employee Performance and Career Development in Technology Companies in Indonesia. The Eastasouth Management and Business, 4(01), 108 –. https://doi.org/10.58812/esmb.v4i01.755
Section
Articles

References

O. H. Chandra Dalvi, S. B. Sawant, R. A. Mohite, and S. Sambhaji, “360-Degree feedback as a Tool for improving employee performance,” Tuijin Jishu/Journal Propuls. Technol., vol. 44, no. 4, p. 2023, 2023.

M. Anusuya and M. Soundarapandian, “Exploring human capital management practices: A comprehensive review,” World J. Adv. Res. Rev., vol. 21, no. 03, pp. 2343–2348, 2024.

O. Jaško and S. Marinković, Proceedings of the XV International symposium Symorg 2016: Reshaping the Future Through Sustainable Business Development and Entepreneurship, vol. 15. University of Belgrade, Faculty of Organizational Sciences, 2016.

G. Manoharan and S. B. Rajoli, “Leveraging technology for enhancing performance appraisal,” in Employee Performance Management for Improved Workplace Motivation, IGI Global, 2024, pp. 289–310.

S. Hosain, “360 Degree Feedback as a Technique of Performance Appraisal: Does it Really Work?,” Asian Bus. Rev., vol. 6, no. 1, 2016.

W. C. Borman, “360 ratings: An analysis of assumptions and a research agenda for evaluating their validity,” Hum. Resour. Manag. Rev., vol. 7, no. 3, pp. 299–315, 1997.

U. kumar Das and J. Panda, “Studies on using 360 Degree Feedbacks on Management Skills and Leadership Development”.

A. Blum and R. J. Zaugg, “360-Grad-Feedback: Komplexe Arbeitsbeziehungen erfordern differenzierte Feedbacksysteme,” in Moderne Personalentwicklung: Mitarbeiterpotenziale erkennen, entwickeln und fördern, Springer, 2007, pp. 63–82.

M. C. Campion, E. D. Campion, and M. A. Campion, “Improvements in performance management through the use of 360 feedback,” Ind. Organ. Psychol., vol. 8, no. 1, pp. 85–93, 2015.

M. F. D. S. P. Alif and M. A. Ahmadi, “Peran Evaluasi Kinerja dalam Meningkatkan Motivasi Karyawan,” J. Ilm. Ekon. Manaj. Bisnis, vol. 2, no. 4, pp. 192–203, 2024.

E. Adawiah, “Digital Transformation Impact on Human Resource Management Practices in Indonesia: Exploring Technology-Based Approaches,” Int. J. Recent Innov. Trends Comput. Commun., 2023.

D. Firgie, Z. A. Lunanda, F. Subarkah, B. A. Putra, and N. Oktaviana, “Analysis of Feedback Responsiveness on Employee Performance,” 2024.

S. Rafiq, M. Kahdim, and A. Afzal, “The assessment and impact of 360-degree leadership performance appraisal at university level,” J. Soc. Sci. Dev., vol. 2, no. 2, pp. 189–203, 2023.

R. Chopra, “360 degree performance assessments: an overview,” Glob. J. Enterp. Inf. Syst., vol. 9, no. 3, pp. 102–105, 2017.

K. N. Pandey, Paradigms of knowledge management. Springer, 2016.

G. Cokins, “Performance management,” Case Stud. Perform. Manag. a Guid. from Expert., pp. 1–19, 2012.

A. Bastavade, R. Bhagwat, C. Battawar, R. Bhatkar, and P. Jadhav, “Leveraging AI and Big Data in Cloud Computing: Case Study of Netflix,” in 2025 12th International Conference on Emerging Trends in Engineering & Technology-Signal and Information Processing (ICETET-SIP), IEEE, 2025, pp. 1–6.

M. Basri and R. Arsal, “Pengaruh Efektivitas Dan Efisiensi Kerja Pegawai Terhadap Kinerja Organisasi Dinas Sosial Kota Kendari,” J. Publicuho, vol. 5, no. 4, pp. 1127–1138, 2022.

S. Alqarni, H. Hamsan, R. Rasdi, and H. Rahman, “A Systematic Literature Review on Job Performance in Diverse Organizations from 2010 to 2023,” Int. J. Acad. Res. Bus. Soc. Sci. https//doi. org/10.6007/ijarbss/v13-i18/19960, 2023.

A. Akhmal, F. Laia, and R. A. Sari, “Pengaruh pengembangan karir terhadap kepuasan kerja karyawan,” J. Bisnis Adm., vol. 7, no. 1, pp. 20–24, 2018.

H. Budiadi, A. S. Sukistini, A. Sadikin, R. Purwanti, and A. Adnan, “Statistical Analysis of the Influence of Transformational Leadership Style on Employee Performance in Modern Organizations,” J. Am. Inst., vol. 2, no. 5, pp. 724–733, 2025.

М. М. Приймак, “Спортивна кар’єра на різних етапах вікового розвитку: управлінські стратегії та виклики,” Педагогічна Академія: наукові записки, no. 15, 2025.

S. Schmidt, “Career development programs in business and industry,” J. Employ. Couns., vol. 27, no. 2, pp. 76–83, 1990.

E. Walsh, M. Neelen, and E. Kapros, “Competency Analytics in the Workplace through Continuous Peer Feedback,” in 2017 IEEE 17th International Conference on Advanced Learning Technologies (ICALT), IEEE, 2017, pp. 224–226.

W. Su and S. Jiang, “Positive feedback, feedback seeking and performance: Feedback orientation as a moderator,” South African J. Bus. Manag., vol. 54, no. 1, pp. 1–10, 2023.

Q. Li and H. Xia, “Reporting only the good news but not the bad? Mechanism of negative performance feedback,” J. Knowl. Econ., vol. 16, no. 1, pp. 5346–5370, 2025.

G. Dai, K. P. De Meuse, and C. Peterson, “Impact of multi-source feedback on leadership competency development: A longitudinal field study,” J. Manag. Issues, pp. 197–219, 2010.

J. W. Smither, M. London, and R. R. Reilly, “Does performance improve following multisource feedback? A theoretical model, meta‐analysis, and review of empirical findings,” Pers. Psychol., vol. 58, no. 1, pp. 33–66, 2005.