THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORS

Authors

  • DAVID ANTONIONI,

    Corresponding author
    1. School of Business University of Wisconsin-Madison
      and requests for reprints should be addressed to David Antonioni, School of Business, University of Wisconsin-Madison, Madison, WI 53706-1323; danto-nioni@bus.wisc.edu.
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  • HEEJOON PARK

    1. Industrial Relations Research Institute University of Wisconsin-Madison
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  • The authors thank Lewis Goldberg, Craig Olson, and the three anonymous reviewers for helpful comments on earlier versions of this paper.

and requests for reprints should be addressed to David Antonioni, School of Business, University of Wisconsin-Madison, Madison, WI 53706-1323; danto-nioni@bus.wisc.edu.

Abstract

The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research.

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