Personality Antecedents of Self-Other Rating Discrepancy

Sinha, Nila; Mesmer‐Magnus, Jessica; Viswesvaran, Chockalingam

doi:10.5093/tr2012a1

Cited by 5 publications

(3 citation statements)

References 56 publications

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“…For example, they would over-report others' behaviors when seeking greater harmony with colleagues, or distort selected behaviors of executives when pursuing their own political goals. Sinha et al (2012) also found self-raters high on extraversion, dominance, cultural conformity, cynicism, and detail orientation who were somewhat likely to over-rate their performance as compared to peer ratings.…”

Section: Introductionmentioning

confidence: 98%

Leniency Bias in Performance Ratings: The Big-Five Correlates

Cheng¹,

Hui

Cascio³

2017

Front. Psychol.

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Some researchers assume that employees' personality characteristics affect leniency in rating others and themselves. However, little research has investigated these two tendencies at the same time. In the present study we developed one index for other-rating leniency and another one for self-rating leniency. Based on a review of the literature, we hypothesized that a generous assessment of peers would more likely be made by those who are extroverted and agreeable than by those who are not. Furthermore, a generous assessment of oneself would more likely be made by people who are conscientious and emotionally stable, than by people who are not. We also investigated if the leniency in rating others and the leniency in rating oneself are part of a more general leniency tendency. Data collected from a sample of real estate dealers provided support for the above hypotheses. Limitations and implications for future research are discussed.

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Section: Introductionmentioning

confidence: 98%

Leniency Bias in Performance Ratings: The Big-Five Correlates

Cheng¹,

Hui

Cascio³

2017

Front. Psychol.

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“…Goffin and Anderson (2007) looked at self-rater personality as it relates to SOA in performance ratings, finding that self-superior rating differences were related to target self-esteem, achievement, and anxiety, but these effects were due to the traits' relationships to the self-ratings rather than the ratings provided by superiors. Sinha, Mesmer-Magnus, and Viswesvaran (2012) also studied traits and their relationships to SOA in performance ratings, finding that the traits related to disagreement due to distortions in self-ratings rather than other-ratings. Brutus et al (1999) did not study the Big 5 but found that target empathy was positively related to self-and otherratings of leadership.…”

Section: Personality Traits As Predictors Of Self-and Other-ratingsmentioning

confidence: 99%

Effects of personality and gender on self–other agreement in ratings of leadership

McKee

Lee

Atwater

et al. 2018

J Occupat & Organ Psyc

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We explore the role of leader personality (i.e., the Big 5 traits: Conscientiousness, Agreeableness, Openness, Extraversion, and Neuroticism) and gender in self–other (dis)agreement (SOA) in ratings of leadership. We contend that certain aspects of the leader's persona may be more or less related to self‐ or other‐ratings of the leader's behaviour if those aspects are (1) more or less observable by others, (2) more or less related to internal thoughts versus external behaviours, (3) more or less prone to self‐enhancement or self‐denigrating biases, or (4) more or less socially desirable. We utilize statistical methodologies that capture fully the effects of multiple independent variables on the congruence between two dependent variables (Edwards, , Organizational Behavior and Human Decision Processes, 64, 307), which previously have not been applied to this area of research. Our results support hypotheses predicting less SOA as leader Conscientiousness increases and greater SOA as Agreeableness and Neuroticism increase. Additionally, we found gender to be an important factor in SOA; female leaders exhibited greater SOA than did their male counterparts. We discuss the implications of these findings, limitations, and future research directions. Practitioner points Popular practices such as 360‐degree feedback may reveal discrepancies between a person's self‐ratings and other's ratings. Although often attributed to a lack of self‐awareness, these discrepancies also may be explained by factors such as the personality and gender of the focal individual.

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“…In contrast, data gathered from content coverage index could be compared between different settings. However, some researches founded that self-rating of performance, may be caused by some personal or cultural factors, tend to show lenient (Kwan, John, Robins, & Kuang, 2008;Brown, 2010;Sinha, Mesmer-Magnus, & Viswesvaran, 2012). To overcome the problems, our team decided to integrate observational and index method and to develop an instrument with a clear index and used by trained observers.…”

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confidence: 99%

The development of “Early Childhood Education & Care Curriculum Framework Implementation Scale” in Taiwan

Chang

Cheng

Chang³

et al. 2021

HERJ

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Taiwan government consolidated the kindergarten and daycare systems in 2012, and launched a new national curriculum framework, Early Childhood Education & Care Curriculum Framework (ECECCF), as a guidance for quality early childhood education programs. Research has shown that the effects of a new educational program highly depended on the fidelity of its implementation. It has thus been suggested that the degree of implantation of a program needs be evaluated before conducting further program evaluation. Thus, the purpose of this study was to construct an Early Childhood Education Curriculum Framework Implementation Scale (ECECCF Implementation Scale) for Taiwanese preschool programs. 216 preschool classes in Taiwan were involved. The study consisted of two stages: In Stage 1, the exploratory factor analysis showed that the implementation of ECECCF could mostly be explained by four factors, and all the factors extracted had acceptable reliability and validity. In Stage 2, rubrics were constructed for each item and factor analysis was re-conducted, resulting in a 19-item scale of four factors (Awareness and Adjustment, Learning Centers Arrangement, Teaching Guidance and Curriculum Development). The reliability and validity tests shows that: (1) the final version of the ECECCF Implementation Scale is a valid and reliable instrument, explaining 62.9% of the total variance; (2) the criterion validity indicated that the ECECCF scale can not only be used for assessing the implementation of ECECCF, but also can be used for understanding teachers’ needs in instructional and operational curriculum for further professional development.

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Personality Antecedents of Self-Other Rating Discrepancy

Cited by 5 publications

References 56 publications

Leniency Bias in Performance Ratings: The Big-Five Correlates

Leniency Bias in Performance Ratings: The Big-Five Correlates

Effects of personality and gender on self–other agreement in ratings of leadership

The development of “Early Childhood Education & Care Curriculum Framework Implementation Scale” in Taiwan

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