Personality Antecedents of Self-Other Rating Discrepancy

multi-rater feedback systems are increasingly being used in organizations for assessment and development. research suggests self-ratings are often uncorrelated with other-ratings, which has implications for ratee receptivity to feedback. prior research suggests ratee personality may offer insight into selfother rating discrepancy. we explored the extent to which five work-related personality dimensions offer explanatory variance in self-other rating discrepancy using archival data of 527 employees from a large financial organization. analyses of 487 self-peer dyads and 501 self-supervisor dyads revealed low agreement among self-, supervisor-, and peer-ratings of performance. self-raters high on extraversion, dominance, cultural conformity, cynicism, and detail orientation were somewhat likely to over-rate their performance as compared to peer ratings. cynical and detail-oriented raters were likely to over-rate their performance as compared with supervisor ratings. detail orientation and cultural conformity interacted to predict self-other rating discrepancies for both supervisors and peers. implications for research and practice are discussed.