Factors influencing two types of congruence in multirater judgments

In two studies of 360° judgments, it was shown that congruence measured in terms of intercorrelations between ratings by different people (congruence‐r) and in terms of the discrepancy between those ratings (congruence‐d) were empirically independent of each other. Congruence‐r was greatest, and congruence‐d was smallest, between judgments made by a target person and his or her supervisor, rather than by subordinates or peers; the differential observability of rated behaviors predicted congruence‐r but not congruence‐d. Variations in both forms of congruence were found to arise from the source of a judgment, and from a target person's age, gender, cognitive ability, and certain personality attributes. Over‐ and under‐rating associated with a personality or another third factor was shown to derive from substantially different correlations between such a factor and the two separate judgments under consideration.

[1]  L. Mann,et al.  Leadership, Managerial Performance and 360-Degree Feedback , 1998 .

[2]  George C. Thornton,et al.  PSYCHOMETRIC PROPERTIES OF SELF-APPRAISALS OF JOB PERFORMANCE , 1980 .

[3]  J. Edwards The Study of Congruence in Organizational Behavior Research: Critique and a Proposed Alternative , 1994 .

[4]  Jiing-Lih Farh,et al.  Effects of Self-Esteem on Leniency Bias in Self-Reports of Performance: A Structural Equation Model Analysis , 2007 .

[5]  John Schaubroeck,et al.  A meta-analysis of self-supervisor, self-peer, and peer-supervisor ratings. , 1988 .

[6]  Stephen G. West,et al.  Validity of self-evaluation of ability: A review and meta-analysis , 1982 .

[7]  O. John,et al.  Determinants of interjudge agreement on personality traits: the big five domains, observability, evaluativeness, and the unique perspective of the self. , 1993, Journal of personality.

[8]  T. Wall,et al.  Are deficiency scores deficient , 1973 .

[9]  David C. Funder On the accuracy of personality judgment: a realistic approach. , 1995 .

[10]  G. Johns Difference score measures of organizational behavior variables: A critique. , 1981 .

[11]  Dianne Nilsen,et al.  Self–observer rating discrepancies: Once an overrater, always an overrater? , 1993 .

[12]  Peter Warr,et al.  Predicting three levels of training outcome , 1999 .

[13]  Douglas T. Kenrick,et al.  Personality traits and the eye of the beholder: Crossing some traditional philosophical boundaries in the search for consistency in all of the people. , 1980 .

[14]  Jacob Cohen,et al.  A power primer. , 1992, Psychological bulletin.

[15]  S. West,et al.  Moderators of self-other agreement: reconsidering temporal stability in personality. , 1998, Journal of personality and social psychology.

[16]  P. Levy,et al.  Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations. , 1998 .

[17]  M. Mount,et al.  Psychometric properties of subordinate ratings of managerial performance. , 1984 .

[18]  David V. Day,et al.  Effects of frame-of-reference training and information configuration on memory organization and rating accuracy. , 1995 .

[19]  Manuel London,et al.  Organization and Rater Differences in Performance Appraisals. , 1982 .

[20]  Francis J. Yammarino,et al.  SELF‐OTHER AGREEMENT: DOES IT REALLY MATTER? , 1998 .

[21]  Adrian Furnham,et al.  Congruence of self and subordinate ratings of managerial practices as a correlate of supervisor evaluation , 1994 .

[22]  L. Cronbach,et al.  How we should measure "change": Or should we? , 1970 .

[23]  Peter Warr,et al.  Logical and judgmental moderators of the criterion‐related validity of personality scales , 1999 .

[24]  J. V. Wood,et al.  Self-esteem and the cognitive accessibility of strengths and weaknesses after failure. , 1998, Journal of personality and social psychology.

[25]  D. A. Kenny,et al.  Interpersonal Perception: A Social Relations Analysis , 1988 .