Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
권호 표지
DOI QR코드

DOI QR Code

Agreement in self-other ratings of leader effectiveness: The role of dark side personality

팀 리더의 수행에 대한 자기-타인 평정간 비교 : 어두운 성격을 중심으로

  • Kim, Myoung So (Department of Industrial-Organizational Psychology, Hoseo University) ;
  • Han, Young Seok (Department of Industrial-Organizational Psychology, Hoseo University) ;
  • Cho, Inchul (Department of Psychology, Texas A&M University)
  • 김명소 (호서대학교 산업심리학과) ;
  • 한영석 (호서대학교 산업심리학과) ;
  • 조인철 (텍사스A&M대학교 심리학과)
  • Received : 2013.08.12
  • Accepted : 2013.11.07
  • Published : 2013.11.30
Download PDF
⟨ Previous Next ⟩

Abstract

The purpose of this study was to investigate the effects of dark side personality traits on self-other rating agreement in leader effectiveness. Data were collected from 80 team leaders and their peers in college. Peers who conducted a team project were asked to assess performance of their team leaders on leader effectiveness, task performance, and contextual performance. The leaders were also asked to self-rate their performance on the same measures. Results indicated that there was disagreement of perceptions about personality traits between leader's self-ratings and the rating of others. First, leaders considered their own Bold, Diligent behaviors as positive influence on their leadership-related criteria, whereas peers of these leaders provided negative ratings. Also, leaders viewed Leisurely and Cautious characteristics as unrelated or negative to performance, whereas peers perceiveed these personality traits as positive to performance. Suggestions for future research were provided based on the findings.

본 연구의 목적은 팀 리더의 어두운 측면의 성격과 자기-타인 평정 일치도간의 관계를 탐색적으로 확인하는 것이다. 이를 위해 대학의 팀 프로젝트 활동에서 팀 구성원들은 리더의 수행에 대한 평정을 실시하였으며, 팀 리더 또한 동일한 팀 수행 관련 문항에 자기평정을 실시하였다. 분석결과, 첫째, 리더 자신은 수행 준거에 대해 긍정적이라고 간주하지만 타인들은 관련성이 낮거나 부정적이라고 지각하는 성격 요인은 자기 과시적 및 완벽 주의적이었다. 둘째, 리더 자신은 수행 준거에 대해 관련성이 낮거나 부정적이라고 지각하지만, 동료들은 긍정적이라고 간주하는 성격요인은 양면적인과 보수적인 요인이었다. 마지막으로 자기-타인 평정 일치에 대한 새로운 접근과 관련해서 본 연구의 의의와 추후 연구 방향을 논의하였다.

Keywords

References

  1. Reilly, R. R., & McGourty, J. (1998). Performance appraisal in team settings. In J. W. Smither (Ed.), Performance Appraisal: State of the Art in Practice, pp. 244-277. San Francisco, CA: Jossey-Bass Publishers.
  2. London, M., & Smither, J.W. (1995). Can multisource feedback change perceptions of goal accomplishment, self-evaluations, and performance-related outcomes? Theory-based applications and directions for research. Personnel Psychology, 48, 803-839. DOI: http://dx.doi.org/10.1111/j.1744-6570.1995.tb01782.x
  3. Oh, I.-S., & Berry, C. M. (2009). The Five-Factor Model of personality and managerial performance: Validity gains through the use of 360 degree performance rating. Journal of Applied Psychology, 94, 1498-1513. DOI: http://dx.doi.org/10.1037/a0017221
  4. Jae-An Kang. (2010). A Study on the Effect of Multi-faced rating System on the Organizational Performance in the Public sector. Department of Information Management. The graduate of Venture School Hoseo University Asan, Korea.
  5. Tornow, W. (1993). Perceptions or reality: Is multi-perspective measurement a means or an end? Human Resource Management, 32, 221-230. DOI: http://dx.doi.org/10.1002/hrm.3930320203
  6. Fleenor, J. W., Smither, J. W., Atwater, L. E., Braddy, P. W., & Sturm, R., E. (2010). Self-other rating agreement in leadership: A review. The Leadership Quarterly. 21. 1005-1034. DOI: http://dx.doi.org/10.1016/j.leaqua.2010.10.006
  7. So-Yeon Yoon, Beom Jun Kim. (2003). The Effects the information of 360 degree feedback on performance rating and perception of accuracy on the rater's rating and feedback:Focusing on the moderating effect of the source and the consitency. Korean journal of Industrial and Organizational Psychology, 16(3), 175-200
  8. So-Yeon Yoon, Beom Jun Kim(2003). (2003). The Effects of the informations of 360 degree feedback on performance rating and modification of rating. Korean journal of Industrial and Organizational Psychology, 17(3), 485-507
  9. Myoung So Kim Gwang Gene Yi. (2008). Format and scale effects on leniency error and halo effect in 360 degree feedback Korean journal of Industrial and Organizational Psychology, 21(2), 201-224 https://doi.org/10.24230/ksiop.21.2.200805.201
  10. Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 87, 765-780. DOI: http://dx.doi.org/10.1037/0021-9010.87.4.765
  11. Judge, T. A., Piccolo, R. F., & Kosalka, T. (2009). The bright and dark sides of leader traits: A review and theoretical extension of leader trait paradigm. The Leadership Quarterly, 20, 855-875 DOI: http://dx.doi.org/10.1016/j.leaqua.2009.09.004
  12. Hogan, R., & Hogan, J. (2001). Assessing leadership: A view of the dark side. International Journal of Selection and Assessment, 9, 40-51. DOI: http://dx.doi.org/10.1111/1468-2389.00162
  13. Hogan, R., & Hogan, J. (1997). Hogan Development Survey manual. Tulsa, OK: Hogan Assessment Systems.
  14. Horney, K. (1950). Neurosis and human growth. New York: Norton.
  15. Judge, T. A., LePine, J. A., & Rich, B. L. (2006). The narcissistic personality: Relationship with inflated self-ratings of leadership and with task and contextual performance. Journal of Applied Psychology, 91, 762-776. DOI: http://dx.doi.org/10.1037/0021-9010.91.4.762
  16. Visser, B. A., Ashton, M. C., & Vernon, P. A. (2008). What makes you think you're so smart? Measured abilities, personality, and sex differences in relation to self estimates of multiple intelligences. Journal of Individual Differences, 29, 35-44. DOI: http://dx.doi.org/10.1027/1614-0001.29.1.35
  17. Bell, S. T., & Arthur, W., Jr. (2008). Feedback acceptance in developmental assessment centers: The role of feedback message, participant personality, and affective response to the feedback session. Journal of Organizational Behavior, 29, 681-703. DOI: http://dx.doi.org/10.1002/job.525
  18. Jackson, D. J. R., Stillman, J. A., Burke, S., & Englert, P. (2007). Self versus assessor ratings and their classification in assessment centers: Profiling the self-rater. New Zealand Journal of Psychology, 36, 93-99.
  19. Gaddis, B., & Foster, J. (2009, April). Multisource performance appraisal and personality: A view from the dark side. Paper presented at the 24th annual conference of the Society for Industrial-Organizational Psychology, New Orleans, LA.
  20. Vecchio, R. P., & Anderson, R. J. (2009). Agreement in Self-Other Ratings of Leader Effectiveness: The role of demographics and personality. International Journal of Selection and Assessment, 17(2), 165-179 DOI: http://dx.doi.org/10.1111/j.1468-2389.2009.00460.x
  21. Byoung_Hun Lee. (2010). The Interaction Effects of Personality on Team Performance.. The Graduate School Hoseo University.
  22. Zimmerman, R. D., Triana, M. C., & Barrick, M. R. (2010). Predictive criterion-related validity of observer ratings of personality and job-related competencies using multiple raters and multiple performance criteria. Human Performance, 23, 361-378. DOI: http://dx.doi.org/10.1080/08959285.2010.501049
  23. LePine, J. A., & Van Dyne, L. (1998). Predicting vocie behavior in work groups. Journal of Applied Psychology, 83, 326-336 DOI: http://dx.doi.org/10.1037/0021-9010.83.6.853
  24. Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences. Mahwah, NJ: Erlbaum.
  25. Stoeber, J. (2012) Perfectionism and performance. In: Murphy, Shane M., ed. Oxford Handbook of Sport and Performance Psychology. Oxford University Press. (In press) DOI: http://dx.doi.org/10.1093/oxfordhb/9780199731763.013.0015
  26. Stoeber, J., & Kersting, M. (2007). Perfectionism and aptitude test performance: Testees who strive for perfection achieve better test results. Personality and Individual Differences, 42, 1093-1103. DOI: http://dx.doi.org/10.1016/j.paid.2006.09.012
  27. Connelly, B. S., & Ones, D. S. (2010). Another perspective on personality: Meta-analytic integration of observers' accuracy and predictive validity. Psychological Bulletin, 136 (6), 1092-1122. DOI: http://dx.doi.org/10.1037/a0021212
  28. Oh, I.-S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the five-factor model of personality traits: A meta-analysis. Journal of Applied Psychology .96, 762-773. DOI: http://dx.doi.org/10.1037/a0021832
  29. Smith, A. F. R., & Fortunato, V., J. (2008). Factors influencing employee intentions to provide honest upward feedback ratings. Journal of Business and Psychology, 22, 191-207. DOI: http://dx.doi.org/10.1007/s10869-008-9070-4
  30. Atwater, L. E., Wang, M., Smither, J. W., & Fleenor, J. W. (2009). Are cultural characteristics associated with the relationship between self and others' ratings of leadership? Journal of Applied Psychology, 94, 876-886. DOI: http://dx.doi.org/10.1037/a0014561