Personality antecedents of self-other rating discrepancy Article

Sinha, N, Mesmer-Magnus, J, Viswesvaran, C. (2012). Personality antecedents of self-other rating discrepancy . JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY-REVISTA DE PSICOLOGIA DEL TRABAJO Y DE LAS ORGANIZACIONES, 28(1), 3-14. 10.5093/tr2012a1

cited authors

  • Sinha, N; Mesmer-Magnus, J; Viswesvaran, C


  • 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 self-other 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. ¬© 2012 by the Colegio Oficial de Psic√≥logos de Madrid.

publication date

  • May 7, 2012

Digital Object Identifier (DOI)

start page

  • 3

end page

  • 14


  • 28


  • 1