Search research articles

ABOUT JoVE

Overview Leadership Blog JoVE Help Center

AUTHORS

Publishing Process Editorial Board Scope & Policies Peer Review FAQ Submit

LIBRARIANS

Testimonials Subscriptions Access Resources Library Advisory Board FAQ

RESEARCH

JoVE Journal Methods Collections JoVE Encyclopedia of Experiments Archive

EDUCATION

JoVE Core JoVE Business JoVE Science Education JoVE Lab Manual Faculty Resource Center Faculty Site

Terms & Conditions of Use

Related Concept Videos

Humanistic Psychology

Humanistic Psychology

Humanistic psychology emerged in the mid-20th century as a response to the deterministic and pessimistic nature of behaviorism and psychoanalysis. While behaviorism focused on observable behaviors influenced by the environment and psychoanalysis delved into unconscious motivations, both theories suggested that human actions lacked free will. In contrast, humanistic psychology offers a perspective that emphasizes the innate potential for goodness and growth within every individual.
This approach...

Introspection

Introspection

Introspection, long upheld as a reliable route to self-knowledge, involves examining one's thoughts, emotions, and mental processes. It underpins many psychological practices, from mindfulness meditation to psychotherapy and self-help strategies. However, empirical evidence challenges the accuracy of introspection as a means of understanding oneself.Limitations of Introspective InsightSeminal work by Nisbett and Wilson demonstrated that individuals are frequently unaware of the true causes...

Halo Effect

Halo Effect

The halo effect is a cognitive bias in which an individual's overall impression influences judgments about their specific traits. This psychological phenomenon leads people to associate positive characteristics with those they perceive as generally good and negative characteristics with those they view as bad. This effect is particularly influential in social perception, professional evaluations, and decision-making processes.The Psychological Basis of the Halo EffectThe halo effect is rooted...

Obedience

Obedience

According to obedience research, we may harm others under the forceful pressures of an authority figure (Milgram, 1974). How about if the inappropriate orders were delivered with less force? The increasing interdependence between nurses and physicians compelled Hofling and his colleagues to explore nurses’ reactions to a potentially harmful medical request made by the perceived authority figure, the doctor (Hofling, Brotzman, Dalrymple, Graves, & Pierce, 1966). In this situation, obedience...

Surveys

Surveys

Often, psychologists develop surveys as a means of gathering data. Surveys are lists of questions to be answered by research participants, and can be delivered as paper-and-pencil questionnaires, administered electronically, or conducted verbally. Generally, the survey itself can be completed in a short time, and the ease of administering a survey makes it easy to collect data from a large number of people.

Fundamental Attribution Error

Fundamental Attribution Error

According to some social psychologists, people tend to overemphasize internal factors as explanations—or attributions—for the behavior of other people. They tend to assume that the behavior of another person is a trait of that person, and to underestimate the power of the situation on the behavior of others. They tend to fail to recognize when the behavior of another is due to situational variables, and thus to the person’s state. This erroneous assumption is called the fundamental attribution...

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by

Same author

"It's Hard Not to Think of Feedback as Gossip": Exploring Resident Perspectives on the Relationship Between Gossip and Feedback.

Academic medicine : journal of the Association of American Medical Colleges·2026

Same author

The Presence and Nature of AI-Use Disclosure Statements in Medical Education Journals: A Bibliometric Study.

Perspectives on medical education·2026

Same author

The Blurred Thresholds of AI-Use Disclosure: Health Professions Education Journal Editors' Expectations of Necessity and Sufficiency.

Perspectives on medical education·2025

Same author

Development of a continuously updating evidence map in surgical education: study protocol for a living systematic review.

BMJ open·2025

Same author

In gossip, we trust: Residents' understanding of gossip as a social resource.

Medical teacher·2025

Same author

How do programme directors perceive trainee attrition? A qualitative focus group study in three Dutch teaching hospitals.

BMJ open·2025

Search research articles

Related Experiment Video

Updated: Jun 20, 2026

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Published on: February 16, 2011

Doctors' perceptions of why 360-degree feedback does (not) work: a qualitative study.

Karlijn Overeem¹, Hub Wollersheim, Erik Driessen

¹IQ Healthcare, University Medical Centre St Radboud, University of Nijmegen, 6500 HB Nijmegen, The Netherlands. k.overeem@iq.umcn.nl

Medical Education

|August 28, 2009

Summary

360-degree feedback can drive practice improvement in consultants, but success hinges on supportive systems and individual motivation. Addressing factors like workload and fostering open communication are key to realizing performance gains.

Related Experiment Videos

Last Updated: Jun 20, 2026

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Using Visual and Narrative Methods to Achieve Fair Process in Clinical Care

Published on: February 16, 2011

Area of Science:

Medical Education
Healthcare Management
Professional Development

Background:

360-degree feedback is a common tool in medical revalidation.
Little is known about factors influencing performance improvement post-feedback.

Purpose of the Study:

To identify incentives and disincentives for consultants implementing 360-degree feedback suggestions.
To explore variables affecting practice improvement after 360-degree assessments.

Main Methods:

Qualitative study using semi-structured interviews with 23 consultants in the Netherlands.
Grounded theory analysis of transcribed interviews.
Consultants were selected based on demographics and prior questionnaire responses.

Main Results:

Four key factor groups identified: contextual (workload, openness, management support), feedback-related, assessment system characteristics (facilitators, portfolio, goals, follow-up), and individual (self-efficacy, motivation).
Lack of openness and constructive feedback were noted as barriers.

Conclusions:

360-degree feedback promotes practice improvement when supported by skilled facilitators, clear goals, and follow-up.
Hospitals and consultant groups must address environmental factors like openness and feedback quality.
Sharing reflections can enhance collegial relationships and performance improvement.