UNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES
Article first published online: 30 JUL 2007
Volume 57, Issue 2, pages 333–375, June 2004
How to Cite
OSTROFF, C., ATWATER, L. E. and FEINBERG, B. J. (2004), UNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES. Personnel Psychology, 57: 333–375. doi: 10.1111/j.1744-6570.2004.tb02494.x
- Issue published online: 30 JUL 2007
- Article first published online: 30 JUL 2007
This study investigated (a) the relative importance of a number of biographic (e.g., age, race, gender) and contextual (e.g., span of control, functional area) variables and their interactions on self-other agreement and (b) the relationship between self-other agreement and outcome variables such as performance and compensation. Usable data were collected from 3,217 managers and their multi-source raters in 527 organizations. Multivariate regression procedures (as opposed to categorization procedures) were used to determine the sources of rating disagreement. Results indicated that a significant portion of variance in self-other ratings was accounted for by the set of background/context variables. Self-other agreement was also related to performance, compensation, and organizational level, though rating patterns differed.