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Revista de Psicología del Trabajo y de las Organizaciones

versão impressa ISSN 1576-5962

Resumo

SINHA, Nila; MESMER-MAGNUS, Jessica  e  VISWESVARAN, Chockalingam. Personality Antecedents of Self-Other Rating Discrepancy. Rev. psicol. trab. organ. [online]. 2012, vol.28, n.1, pp.3-14. ISSN 1576-5962.

Multi-rater feedback systems are increasingly being used in organizations for assessment and development. Research suggests self-ratings are often uncorrelated with other-ratings, which has implications for ratee receptivity to feedback. Prior research suggests ratee personality may offer insight into selfother rating discrepancy. We explored the extent to which five work-related personality dimensions offer explanatory variance in self-other rating discrepancy using archival data of 527 employees from a large financial organization. Analyses of 487 self-peer dyads and 501 self-supervisor dyads revealed low agreement among self-, supervisor-, and peer-ratings of performance. Self-raters high on extraversion, dominance, cultural conformity, cynicism, and detail orientation were somewhat likely to over-rate their performance as compared to peer ratings. Cynical and detail-oriented raters were likely to over-rate their performance as compared with supervisor ratings. Detail orientation and cultural conformity interacted to predict self-other rating discrepancies for both supervisors and peers. Implications for research and practice are discussed.

Palavras-chave : self-other rating discrepancy; rater personality; supervisor/peer ratings; 360-feedback.

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