The Effects of Team Context on Peer Ratings of Task and Citizenship Performance

Recent trends indicate that organizations will continue their strategic pursuit of teamwork for the foreseeable future, which will create a need for accurate assessments of individuals’ performance in teams. Although individual behaviors can be perceived and assessed by fellow team members (i.e., peers), the extent to which the team shapes perceivers’ judgments versus the target’s behavior is unclear. We conducted two studies to understand how and why team context influences peer ratings of individual performance. In study 1, we conducted cross-classified modeling on a sample of 7160 performance observations of 568 targets made by 567 perceivers, who were each members of four separate teams. Results indicated that team membership accounted for a substantially higher proportion of perceiver, relative to target, variance. In study 2, we conducted social relations modeling with a sample of 679 performance observations collected from 217 individuals nested in 46 teams to test the effects of psychological safety on perceiver, target, and team variance components. Perceptions of psychological safety accounted for proportionally larger perceiver, relative to target, variance in OCB, and task performance ratings. Altogether, team context appears to affect perceivers’ judgments of behavior more than the target’s behavior itself, implying that peer ratings sourced from different teams may not be comparable. We consider the implications for the collection and interpretation of peer performance ratings in teams and the potential implications for social cognitive theory, such that certain aspects of the team context, including psychological safety, may act as a cognitive heuristic by molding perceiver judgments of targets.

     

Adolescent personality: a five-factor model construct validation

The purpose of this study was to investigate convergent and discriminant validity of the five-factor model of adolescent personality in a school setting using three different raters (methods): self-ratings, peer ratings, and teacher ratings. The authors investigated validity through a multitrait-multimethod matrix and a confirmatory factor analysis correlated trait, uncorrelated method model. With the exception of Emotional Stability, each analysis demonstrated similar patterns and together provided support for the convergent and discriminant validity of the five-factor model structure of adolescent personality. However, among the three raters, self-ratings of personality provided a comparatively weaker method for assessing adolescent personality. The influences of agreement between self and other raters are discussed in relation to contrast, perceiver, and target effects; expert observer effects; the degree of acquaintanceship; and the effect of the social context.     

Personality judgments in adolescents' families: the perceiver,the target,their relationship,and the family

The present study investigated whether personality judgments involve different processes in a family setting than in a nonfamily setting. We used the Social Relations Model to distinguish the effects of perceiver, target, perceiver-target relationship, and family on personality judgments. Family members of families with adolescents judged their own and the other members' Big Five factors. Judgments were found to depend on the relevance of personality factors within the family setting: Agreeableness and Conscientiousness were judged most consistently. Large relationship variance indicated that parents adjust their judgments to the target family member; large perceiver variance indicated that adolescents judge family members' personalities rather similarly. However, a comparison of self- and other-judgments showed adolescents' judgments to be no more related to their self-perceptions than parents' judgments. We concluded that the relevance of personality factors may differ on specific tasks within a setting.     

Interpersonal perception in a social context

Interpersonal perception among well-acquainted individuals in a social context was studied. High acquaintance was expected to provide perceivers with a large sample of target behaviors across situations. In turn, memory for acquaintances should be organized by social group and personality characteristics, as predicted by the social context-personality index theory. Differentiation of the target's traits in memory should produce a target effect on perception that is stronger than the perceiver effect. Furthermore, evidence for accuracy, meta-accuracy, independence of self- and other-perception, and reciprocity of affect were anticipated. A social relations analysis of data from a multiple-interaction, reciprocal design was used to study these phenomena. At the individual level, analyses indicated that perceptions of targets were determined primarily by target characteristics and secondarily by perceiver construction of the judgment. Also, perceivers judged targets as targets judged themselves, and targets knew in general how perceivers viewed them. Self- and other-perceptions were largely independent. Surprisingly, we did not observe dyadic meta-accuracy.     

The View From the Looking Glass: How Are Narcissistic Individuals Perceived by Others?

Previous studies have found that narcissistic individuals are often viewed negatively by those who know them well. The present study sought to extend these previous findings by examining whether normal and pathological aspects of narcissism were associated with perceiver ratings of narcissistic characteristics and aggression. This was accomplished by having each of our undergraduate participants (288 targets) recruit friends or family members to complete ratings of the target who recruited them (1,296 perceivers). Results revealed that perceived entitlement was strongly associated with perceived aggression. Further, self‐reported levels of pathological narcissism moderated these results such that vulnerable narcissism exacerbated the association between perceived entitlement and aggression, whereas grandiose narcissism mitigated the association. The discussion will focus on the implications of these results for understanding the various features of narcissism.     

A closer look at first sight: Social relations lens model analysis of personality and interpersonal attraction at zero acquaintance

Based on a new theoretical framework—the Social Relations Lens Model—this study examined the influence of personality on real‐life attraction at zero acquaintance. A group of psychology freshmen (N = 73) was investigated upon encountering one another for the first time. Personality traits, attraction ratings and metaperceptions were assessed using a large round‐robin design (2628 dyads). In line with our model, personality differentially predicted who was a liker and who expected to be liked (perceiver effects), who was popular and who was seen as a liker (target effects), as well as who liked whom and who expected to be liked by whom (relationship effects). Moreover, the influence of personality on attraction was mediated by observable physical, nonverbal and audible cues. Results allowed a closer look at first sight and underline the importance of combining componential and process approaches in understanding the interplay of personality and social phenomena. Copyright © 2010 John Wiley & Sons, Ltd.     

Accuracy and bias in newlywed spouses' perceptions of each other's personalities

This study investigated moderators of newlywed spouses' accuracy in judging each other's personality. Spouses in 154 predominantly Hispanic newlywed couples rated their own and their partners' personality traits. Full‐sample results showed significant associations between perceivers' and targets' personality ratings (“truth force”/“tracking accuracy”). Positive directional bias (perceivers' mean trait ratings of targets exceeding targets' self‐ratings) also was evident. Positive directional bias occurred when perceivers had little familiarity with their spouse prior to dating and when perceivers had high self‐esteem. Truth force/tracking accuracy increased with less time spent cohabiting and higher perceiver self‐esteem. Positive associations between perceivers' self‐esteem and ratings of partners on positively valenced traits were reduced when partners had had greater opportunities to observe one another's behaviors.     

Inferring the preferences of others from spontaneous, low-emotional facial expressions

The present study investigates whether people can infer the preferences of others from spontaneous facial expressions alone. We utilize a paradigm that unobtrusively records people's natural facial reactions to relatively mundane stimuli while they simultaneously report which ones they find more appealing. Videos were then presented to perceivers who attempted to infer the choices of the target individuals—thereby linking perceiver inferences to objective outcomes. Perceivers demonstrated above-chance ability to infer target preferences across four different stimulus categories: people (attractiveness), cartoons (humor), paintings (decorative appeal), and animals (cuteness). While perceivers' subjective ratings of expressivity varied somewhat between targets, these ratings did not predict the relative “readability” of the targets. The findings suggest that noncommunicative, natural facial behavior by itself suffices for certain types interpersonal prediction, even in low-emotional contexts.     

特质模糊性对大学生人格判断准确性的影响

该研究从大学生样本中抽取19名目标被试、57名熟人被试和76名陌生人被试,采用词汇评定方法考察了特质模糊性对人格判断准确性的影响,结果表明：（1）自我、熟人及陌生人对清晰特质判断的一致性比模糊特质的一致性更高,这种差异在自我—陌生人及熟人—陌生人一致性中尤为显著;（2）无论是模糊特质还是清晰特质,自我—熟人判断一致性显著高于自我—陌生人和熟人—陌生人一致性,后两者差异不明显;（3）随着特质模糊性的增加,被试判断间一致性差异总体上呈不断增大的趋势,清晰特质判断一致性的差异较小,模糊特质判断一致性的差异较大。     

She’s Got the Look: Inferences from Female Chief Executive Officers’ Faces Predict their Success

Inferences from faces can predict success. This may be particularly important for women, who are often evaluated by their appearance. Here 170 northeastern U.S. undergraduates judged personality traits or leadership ability from the faces of all 20 U.S. Fortune 1,000: 2006 female chief executive officers (CEOs) and we compared these ratings to the same trait ratings made for male CEOs in a previous study. After controlling for cues important for female leaders (attractiveness, affect, age, and masculinity/femininity), ratings of competence and leadership predicted the amount of profits that the CEOs’ companies made and ratings of dominance predicted the amount of individual compensation that the CEOs received. CEOs’ success is therefore related to their facial appearance regardless of target and perceiver gender.     

Gender Differences in Reactions to the Sexualization of Athletes

Participants rated a series of photographs that depicted well-known male and female athletes in a sexualized fashion or not. In general, sexualized targets were perceived as more attractive but as less competent than non-sexualized targets, and for ratings of competence, sexualization effects were greater for female targets. Sexualization had no effects on women’s perceptions of the competence of male targets, whereas for men, sexualization affected their perceptions of the competence of both male and female targets, although the influence of sexualization was stronger for female targets than it was for male targets. These findings suggest that the gender of the target and of the perceiver needs to be considered when evaluating the influences of sexualization. The implications of these findings are discussed within the context of objectification theory, which has focused on the objectification of women by women.     

An other perspective on personality: meta-analytic integration of observers' accuracy and predictive validity

The bulk of personality research has been built from self-report measures of personality. However, collecting personality ratings from other-raters, such as family, friends, and even strangers, is a dramatically underutilized method that allows better explanation and prediction of personality's role in many domains of psychology. Drawing hypotheses from D. C. Funder's (1995) realistic accuracy model about trait and information moderators of accuracy, we offer 3 meta-analyses to help researchers and applied psychologists understand and interpret both consistencies and unique insights afforded by other-ratings of personality. These meta-analyses integrate findings based on 44,178 target individuals rated across 263 independent samples. Each meta-analysis assessed the accuracy of observer ratings, as indexed by interrater consensus/reliability (Study 1), self-other correlations (Study 2), and predictions of behavior (Study 3). The results show that although increased frequency of interacting with targets does improve accuracy in rating personality, informants' interpersonal intimacy with the target is necessary for substantial increases in other-rating accuracy. Interpersonal intimacy improved accuracy especially for traits low in visibility (e.g., Emotional Stability) but only minimally for traits high in evaluativeness (e.g., Agreeableness). In addition, observer ratings were strong predictors of behaviors. When the criterion was academic achievement or job performance, other-ratings yielded predictive validities substantially greater than and incremental to self-ratings. These findings indicate that extraordinary value can gained by using other-reports to measure personality, and these findings provide guidelines toward enriching personality theory. Various subfields of psychology in which personality variables are systematically assessed and utilized in research and practice can benefit tremendously from use of others' ratings to measure personality variables.     

Power and Personality Perception in Real‐Life Hierarchical Relationships

The present study examined how Big Five personality ratings of the same target individuals differ as a function of the power relation between the target and the judge. Our targets were 37 employees with leadership duties from two large organizations. The targets' subordinates (N = 352), peers (N = 186), and superiors (N = 62) constituted our groups of judges. The targets and judges also provided self‐reports of personality. Subordinate judges showed higher consensus but not higher self‐other agreement than peer or superior judges. Furthermore, the targets were judged as more extraverted, more emotionally stable, less agreeable, and less open to experience by their subordinates than by their superiors. The results suggest that (i) observer consensus, but not self‐other agreement or assumed similarity varies as a function of real‐life power; (ii) the effects of power on mean trait scores are mostly congruent with the previously observed effects of power on behaviour and on stereotypes. Copyright © 2012 John Wiley & Sons, Ltd.     

Sexual Orientation and Leadership Suitability: How Being a Gay Man Affects Perceptions of Fit in Gender-Stereotyped Positions

The current set of studies examines perceptions of gay men’s fitness for leadership positions in the workplace. In two between-subjects experiments we examined the effect of a male employee’s sexuality on perceptions of his suitability for stereotypically feminine, masculine, and gender-neutral managerial positions, as well as potential mediators (perceptions of target agency and communion) and moderators (target out status) of these effects. In Study 1, 341 U.S. college student participants rated a gay male target as more communal and more suitable for feminine managerial positions than an otherwise identical heterosexual target, irrespective of his “out” status. Moreover, ratings of communion mediated the relationship between targets’ sexuality and suitability for feminine leadership. No differences between gay and heterosexual targets in targets’ agency or targets’ suitability for masculine or gender-neutral managerial positions were detected. Study 2 used a sample of 439 U.S. adults and an ambiguous target’s résumé to replicate and expand Study 1. This study provided participants with conflicting information on targets’ agency and communion, and it assessed the same dependent variables of targets’ agency, communion, and leadership suitability for various positions. Study 2 again found that ratings of communion significantly mediated the relationship between male targets’ sexuality and perceived suitability for feminine managerial roles. These findings extend previous research on perceptions of gay men in the workplace and have practical implications for being “out” at work.     

Stereotypes of singles: are singles what we think?

Four studies examined the accuracy of the single stereotype by comparing perceptions of single and partnered targets with self‐ratings and ratings by others of single and partnered participants. Results revealed that single targets were evaluated more negatively than partnered targets in terms of a wide range of personality characteristics, overall well‐being, and satisfaction with relationships status. These findings were very robust and not qualified by target sex, participant sex, and participant relationship status. In contrast, self‐ratings of single and partnered participants were remarkably similar for all personality characteristics as well as overall well‐being, which was corroborated by ratings of participants by others. However, partnered participants were indeed more satisfied with their relationship status than single participants. When all is considered, the single stereotype is largely inaccurate. Copyright © 2008 John Wiley & Sons, Ltd.     

Thinking about Arabs and Muslims makes Americans shoot faster: Effects of category accessibility on aggressive responses in a shooter paradigm

Is the same person perceived as more dangerous if the perceiver is induced to think about Arab and Muslim categories versus no category? Using the shooter paradigm, this study investigated the effects of the accessibility of ethnic (Arab) versus religious (Muslim) categories versus no category on spontaneous aggressive responses toward a target with an ambiguous appearance. Results demonstrated that shooting reactions toward armed targets were faster than non‐shooting reactions toward unarmed targets, especially if the target was a man. Despite these main effects, participants made faster decisions to shoot an ambiguous armed target if primed with the category Arab or Muslim (versus no category priming). The findings indicate that the mere priming of these social categories is sufficient to facilitate aggressive responses, even if the targets themselves are ambiguous. Copyright © 2012 John Wiley & Sons, Ltd.     

Probabilistic National Stereotypes

A stereotype of a group can be expressed by the estimated percentage of members that possess certain personality attributes (Brigham, 1971). In a multi-group design, the properties of the percentage measure were examined, and three common assumptions about stereotypes were supported. First, there was high consensus among American and Italian raters regarding the attributes of Americans, Italians, English, and Germans. Second, the perceived typicality of a trait depended largely on contrasts with other traits attributed to the same target group. Contrasts between attributions of the same trait to different groups were largely irrelevant. Third, most stereotype judgments revealed consistency biases. Compared with a Bayesian model of probability estimation, raters exaggerated the similarities between trait attributions (the percentage measure), social categorizations (percentage of people that belong to a group given they possess the trait), and Likert-scaled typicality ratings. Raters underestimated the effects of the traits' global base rates on the typicality ratings.     

The Impact of the Big Five Personality Traits on Reports of Child Behavior Problems by Different Informants

The present study compared ratings of a standardized sample of child behavior problems across informants and examined the effects of informant personality traits on child behavior ratings by mothers, teachers, and group-care workers. Participants were 55 clinic-referred children, aged 6–12 years. All informants watched and rated the same 17-min videotaped behavior sample of a familiar target child. Independent trained observers rated the same videotapes to provide criterion ratings. Informants personality traits were assessed using the NEO Five Factor Personality Inventory. Results showed that mothers reported fewer behavior problems than did the professionals, that the informants who were familiar with the child reported more behavior problems than did the independent observers, and that higher levels of informant neuroticism were related to higher ratings of child behavior problems in the case of the professionals, but not in the case of the mothers. In addition, group-care workers who were less extraverted and open were likely to report more child behavior problems than group-care workers with normal levels of extraversion and openness. Finally, no relations were found between agreeableness or conscientiousness and ratings of child behavior. Findings suggest that professionals who work with children are not immune to distortions based on their own personality.     

Examining contrast effects in performance appraisals: using appropriate controls and assessing accuracy

In research on contrast effects in performance appraisals, control conditions or measures of accuracy have rarely been used. In the present study, the authors included appropriate controls and used expert ratings to develop "true scores" for assessing accuracy. The study is an examination of the influence of 3 variables on performance ratings: (a) the sequence of viewing and rating performance, (b) the delay between viewing and rating performance, and (c) whether the target of the performance rating was the same person as the anchor. Experimental conditions did not have the expected differential effects on target ratings, but target ratings in all the experimental conditions showed contrast effects when compared with ratings in relevant control conditions. The target ratings in experimental conditions were accurate, however, as assessed by comparisons with true scores, thus raising questions about the relationship between contrast effects and accuracy.     

How people make support judgments: individual differences in the traits used to infer supportiveness in others.

Social support and other social judgments are composed of several distinct components, of which relationship effects are an important part. With regard to support judgments, relationship effects refer to the fact that when judging the same targets, people differ systematically in whom they see as supportive. One explanation for this effect is that people differ in how they combine information about targets to judge supportiveness. Participants rated the supportiveness of hypothetical targets and targets from their own social networks. Multilevel modeling identified the traits participants used to make support judgments. There were significant differences in the extent to which participants used different target personality traits to judge supportiveness. In addition, participant neuroticism predicted the extent to which participants used target neuroticism and agreeableness to judge supportiveness.