ReviewCampbell systematic reviews2026
PROTOCOL: Multisource Feedback and Work Performance: A Systematic Review and Meta-analysis.
Review in Campbell systematic reviews, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
0 citing papers in PubMed.
No citing paper in PubMed yet.
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
4 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Multisource feedback (MSF) is widely used in performance management and leadership development, yet there is still no consensus on whether it predicts improvements in employee performance. This study presents a protocol for a systematic review and meta-analysis investigating whether the use of person-moderated MSF predicts changes in individual work performance. The review is guided by an integrative framework drawing on feedback intervention theory and existing MSF models. A systematic search and meta-analytic synthesis of the empirical literature will be conducted, and potential moderators of the MSF-performance relationship will be examined to identify under what conditions effects occur. By clarifying whether and when MSF contributes to performance improvement, the study aims to provide evidence-based insights for researchers and practitioners designing feedback systems in organizations. The review will be guided by the following questions: 1. Does the use of MSF predict changes in work performance? 2. Do certain moderators affect the relationship between MSF and changes in work performance? The potential moderators are: • The number of feedback sources • The characteristic of feedback (positive vs. negative vs. evenly balanced) • Employee perceptions of and reactions to feedback • Psychological individual differences • Follow-up activities • The intended purpose of MSF • The format of feedback • The delivery mode of feedback • Socio-cultural individual differences.
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Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.