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Other Ratings (other + rating)

Distribution by Scientific Domains
Business, Economics, Finance and Accounting75%

Selected Abstracts

Agreement in Self,Other Ratings of Leader Effectiveness: The role of demographics and personality

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 2 2009
Robert P. Vecchio
Personality and demographic attributes for a set of 1221 focal managers were examined as correlates of leadership effectiveness evaluations that were obtained via a 360° feedback program. Polynomial regression was used to study the congruence of self-ratings provided by focal managers relative to the different evaluative perspectives (i.e., immediate superior, peer, and subordinate). Analyses supported the prediction that focal manager's sex and age would be associated with the ratings provided by themselves and others. Plus, the tendency to overestimate one's own leader effectiveness relative to evaluations provided by others was found to be greater for males and older managers. Focal managers who expressed greater social sensitivity were evaluated more favorably by subordinates and peers, although not by superiors. Ratings of leader effectiveness from immediate superiors were, instead, more readily predicted by judgments of the performance of the focal manager's organizational unit relative to comparable units. Results of polynomial regression analysis, however, indicated that self,other agreement was related to the focal's sex, social sensitivity, and social dominance. Implications for understanding obstacles to openness to change are discussed. [source]

Gender and Personality Differences in Self- and Other Ratings of Business Intelligence

BRITISH JOURNAL OF MANAGEMENT, Issue 2 2005
Adrian Furnham
This paper is concerned with people's understanding of, and self-estimation on, various new ,business intelligences' and aims to examine whether these estimates were systematically related to personality dimensions. A total of 184 adult working participants completed a three-part questionnaire that measured their ,big five' personality traits (NEO-FFI), various beliefs about intelligence and also their own and their boss's estimated overall IQ score and scores on eight multiple business intelligences. Males rated their overall IQ as well as their cognitive, creative and political intelligence as significantly higher than females. Females rated their boss's overall, emotional and organizational IQ significantly higher than did male participants. Participants believed they had higher emotional, but lower political, organizational and network intelligence than their boss. Regressions indicated that only one of the eight estimated business intelligences (cognitive intelligence) was related to overall (total, general) estimated intelligence in self, boss or boss's boss. Regressing the big-five personality factors onto each of the self-estimates showed openness-to-experience was positively, and agreeableness negatively, related to most of the estimates. Those who had taken an intelligence test tended to giver higher self-estimates on overall intelligence. Implications of these results for business life are considered. [source]

The relationship of emotional intelligence with academic intelligence and the Big Five

EUROPEAN JOURNAL OF PERSONALITY, Issue 2 2002
Karen Van der Zee
The present study examines the relationship of self- and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelligence beyond academic intelligence and personality in predicting academic and social success. A sample of 116 students filled in measures for emotional and academic intelligence, the Big Five, and indicators of social and academic success. Moreover, other ratings were obtained from four different raters on emotional intelligence and social success. Factor analysis revealed three emotional intelligence dimensions that were labelled as ,Empathy', ,Autonomy', and ,Emotional Control'. Little evidence was found for a relationship between emotional and academic intelligence. Academic intelligence was low and inconsistently related to emotional intelligence, revealing both negative and positive interrelations. Strong relationships were found of the emotional intelligence dimensions with the Big Five, particularly with Extraversion and Emotional Stability. Interestingly, the emotional intelligence dimensions were able to predict both academic and social success above traditional indicators of academic intelligence and personality. Copyright © 2002 John Wiley & Sons, Ltd. [source]

Self,Other Agreement: Comparing its Relationship with Performance in the U.S. and Europe

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2005
Leanne Atwater
The use of multi-source feedback has proliferated in the United States in recent years; however, its usefulness in other countries is unknown. Using a large sample of American managers (n=3793), this study first replicated earlier studies demonstrating that simultaneous consideration of self and other ratings of leadership skills is important for managerial performance ratings. In addition, the impact of self,other agreement on performance was investigated among 2732 managers in five European countries (U.K., Germany, France, Denmark, Italy). Results indicated that the effect of self and other ratings in the prediction of performance differs between the U.S. and the European countries in that the simultaneous inclusion of both self and other ratings is generally less useful in those countries than in the U.S. Further, the effect of self,other agreement varies among the European countries. Implications for multi-source feedback interventions as well as multi-national personnel management are discussed. [source]