Self-monitoring and 360-degree ratings

Warech, Michael A.; Smither, James W.; Reilly, Richard R.; Millsap, Roger E.; Reilly, Susanne P.

doi:10.1016/s1048-9843(98)90011-x

Cited by 43 publications

(26 citation statements)

References 46 publications

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“…Although some researchers have demonstrated a relationship between self-monitoring and performance ratings when self-monitoring is job-relevant (Caligiuri & Day, 2000;Warech, Smither, Reilly, Millsap, & Reilly, 1998), a post hoc examination of the ratings in this study disclosed that HSMs do not receive more favorable evaluations from peers or leaders. If higher ratings are a potential outcome of the impression management aspect of self-monitoring, they were not realized in this sample.…”

Section: Discussioncontrasting

confidence: 71%

Self‐Monitoring and Performance Appraisal Satisfaction: An Exploratory Field Study

Miller

2001

Human Resource Management

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Section: Discussioncontrasting

confidence: 71%

Self‐Monitoring and Performance Appraisal Satisfaction: An Exploratory Field Study

Miller

2001

Human Resource Management

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“…Snyder said that good self confidence also allows a person to have stable emotional state (Penner et al, 1997). Self monitoring theory differentiates individuals with high self monitoring who are sensitive and responsive towards social and interpersonal signals on proper behavior in accordance with the expected roles from those with low self monitoring who are less responsive towards the signals (Warech & Smither, 1998).…”

Section: Discussionmentioning

confidence: 99%

Linking the Self-Esteem to Organizational Citizenship Behavior

Ariani¹

2012

BMR

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In this study I analyzed the relationships between organizational citizenship behavior (OCB), and self-esteem personality of banking industry in Indonesia. A survey is conducted by using questionnaires from the previous research. The samples consisted of 500 bank tellers as subordinates and 100 bank head tellers as immediate supervisors from the banking industry provided ratings of OCB. Validity and reliability tests are used to evaluate the questionnaire contents. I employed correlation and regression analyses to analyze the model. The results indicated that self-ratings and supervisor-ratings of OCB were not significantly correlated. Using Multi-Trait Multi-Method matrix, I find strong method effects, indicating that ratings from different sources provide different information. The results also indicated that there were significant differences in the mean ratings across the two sources. The result also indicates self-esteem affect five dimensions of self-ratings of OCB and four dimensions of supervisor-ratings of OCB. Self-esteem doesn't affect supervisor-ratings of civic virtue. Theoretical and practical implications are discussed.

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“…The current study is a step forward in establishing the validity of multi-source feedback ratings. We sought to build on the work of Atkins and Wood (2002) and Warech et al (1998) by examining the validity of multi-source feedback using outcomes on a behaviorally structured promotion interview as a performance measure. Contrary to Atkins and Wood's findings with respect to behavioral interviews, we established that supervisor, peer and aggregate ratings are significantly associated with interview performance.…”

Section: Discussionmentioning

confidence: 99%

Multisource Assessments of Behavioral Competencies and Selection Interview Performance

Darr¹,

Catano

2008

Int J Selection Assessment

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This study sought to determine whether and how ratings of leadership in a developmental multisource feedback program compare against those obtained by leadership selection decision makers. Seventy-seven senior managers received feedback on eight competencies that also formed the basis of a subsequent promotional interview for senior executive positions. Each rating source displayed a unique perspective on the participants, but only the supervisor and peer ratings predicted performance on the interview. As well, peer, subordinate, and self-ratings failed to improve upon the supervisors' predictions. The results also suggested a general performance factor underlying both the multisource assessments and the interview ratings.

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Self-monitoring and 360-degree ratings

Cited by 43 publications

References 46 publications

Self‐Monitoring and Performance Appraisal Satisfaction: An Exploratory Field Study

Self‐Monitoring and Performance Appraisal Satisfaction: An Exploratory Field Study

Linking the Self-Esteem to Organizational Citizenship Behavior

Multisource Assessments of Behavioral Competencies and Selection Interview Performance

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