Effects of personality and gender on self–other agreement in ratings of leadership

McKee Rob Austin; Lee Yih‐teen; Atwater Leanne; Antonakis John

摘要

> We explore the role of leader personality (i.e., the Big 5 traits: Conscientiousness, Agreeableness, Openness, Extraversion, and Neuroticism) and gender in self–other (dis)agreement ( SOA ) in ratings of leadership. We contend that certain aspects of the leader's persona may be more or less related to self‐ or other‐ratings of the leader's behaviour if those aspects are (1) more or less observable by others, (2) more or less related to internal thoughts versus external behaviours, (3) more or less prone to self‐enhancement or self‐denigrating biases, or (4) more or less socially desirable. We utilize statistical methodologies that capture fully the effects of multiple independent variables on the congruence between two dependent variables (Edwards, [, 1995], Organizational Behavior and Human Decision Processes , 64, 307), which previously have not been applied to this area of research. Our results support hypotheses predicting less SOA as leader Conscientiousness increases and greater SOA as Agreeableness and Neuroticism increase. Additionally, we found gender to be an important factor in SOA ; female leaders exhibited greater SOA than did their male counterparts. We discuss the implications of these findings, limitations, and future research directions.

Practitioner points > <list formatted="paragraph" style="bulleted" xml:id="joop12209-list-0001"> <listItem>Popular practices such as 360‐degree feedback may reveal discrepancies between a person's self‐rati </span> <span class="z_kbtn z_kbtnclass hoverxs" style="display: none;">展开▼</span> </div> <div class="translation abstracttxt"> <span class="zhankaihshouqi fivelineshidden" id="abstract"> <span>机译：</span><Abstract XMLNS =“http://www.wiley.com/namespaces/wiley”type =“main”xml：id =“joop12209-abs-0001”xml：lang =“en”> <section xml：id =“ joop12209-sec-0001“> >我们探讨了领导人个性的作用（即大5个特征：争取性，令人满意，令人满意，开放，神经话语）和自我互相协议的性别（<FC> SOA </ FC>）在领导者的评级。我们认为，如果这些方面是（1）其他方面的那些方面的行为的自我或其他额定值，领导者的人物的某些方面可能或多或少地与其他方面的行为有关，（2）与内部思想或多或少相关与外部行为相比，（3）或多或少容易发生自我增强或自我诋毁偏差，或（4）或多或少的社会所需。我们利用统计方法，以完全捕获多个独立变量对两个依赖变量（Edwards，[，1995]，组织行为和人道决策过程</ i>，64,307）之间的效果未应用于该研究领域。我们的结果支持假设预测较少<FC> SOA </ FC>作为领导者的剥夺性增加，更大的<FC> SOA </ FC>作为协议和神经质的增加。此外，我们发现性别是<FC> SOA </ FC>的重要因素;女性领导者表现出大于<FC> SOA </ FC>而不是他们的男性对应物。我们讨论了这些发现，限制和未来研究方向的影响。 </ p> </ section> <section xml：id =“joop12209-sec-0002”> <标题类型=“main”>从业者点</ title> > <list格式化=“段落”style =“项目符号“XML：ID =”JOOP12209-LIST-0001“> <ListItem>如360度的反馈（如360度的反馈）可能会透露一个人的自我比率之间的差异 </span> <span class="z_kbtn z_kbtnclass hoverxs" style="display: none;">展开▼</span> </div> </div> <div class="record"> <h2 class="all_title" id="enpatent33" >著录项</h2> <ul> <li> <span class="lefttit">来源</span> <div style="width: 86%;vertical-align: text-top;display: inline-block;"> <a href='/journal-foreign-35336/'>《Journal of occupational and organizational psychology》</a> <b style="margin: 0 2px;">|</b><span>2018年第2期</span><b style="margin: 0 2px;">|</b><span>共31页</span> </div> </li> <li> <div class="author"> <span class="lefttit">作者</span> <p id="fAuthorthree" class="threelineshidden zhankaihshouqi"> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=McKee Rob Austin&option=202" target="_blank" rel="nofollow">McKee Rob Austin;</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Lee Yih‐teen&option=202" target="_blank" rel="nofollow">Lee Yih‐teen;</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Atwater Leanne&option=202" target="_blank" rel="nofollow">Atwater Leanne;</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Antonakis John&option=202" target="_blank" rel="nofollow">Antonakis John;</a> </p> <span class="z_kbtnclass z_kbtnclassall hoverxs" id="zkzz" style="display: none;">展开▼</span> </div> </li> <li> <div style="display: flex;"> <span class="lefttit">作者单位</span> <div style="position: relative;margin-left: 3px;max-width: 639px;"> <div class="threelineshidden zhankaihshouqi" id="fOrgthree"> <p>University of Houston–DowntownTexas USA;</p> <p>IESE Business SchoolBarcelona Spain;</p> <p>University of HoustonTexas USA;</p> <p>University of LausanneSwitzerland;</p> </div> <span class="z_kbtnclass z_kbtnclassall hoverxs" id="zhdw" style="display: none;">展开▼</span> </div> </div> </li> <li > <span class="lefttit">收录信息</span> <span style="width: 86%;vertical-align: text-top;display: inline-block;"></span> </li> <li> <span class="lefttit">原文格式</span> <span>PDF</span> </li> <li> <span class="lefttit">正文语种</span> <span>eng</span> </li> <li> <span class="lefttit">中图分类</span> <span><a href="https://www.zhangqiaokeyan.com/clc/386.html" title="应用心理学">应用心理学;</a></span> </li> <li class="antistop"> <span class="lefttit">关键词</span> <p style="width: 86%;vertical-align: text-top;"> <a style="color: #3E7FEB;" href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=gender&option=203" rel="nofollow">gender;</a> <a style="color: #3E7FEB;" href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=instrumental leadership&option=203" rel="nofollow">instrumental leadership;</a> <a style="color: #3E7FEB;" href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=personality&option=203" rel="nofollow">personality;</a> <a style="color: #3E7FEB;" href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=self–other agreement&option=203" rel="nofollow">self–other agreement;</a> </p> <div class="translation"> 机译：性别;工具领导;个性;自我其他协议; 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