Abstract
This study examines factors that predict the extent to which 408 operating-level workers rated themselves higher, lower, or the same as their coworkers rated them, for both task and contextual performance. On ratings of contextual performance, underestimators tended to be distinguished by significantly higher levels of both self-monitoring and social desirability. This trend operated similarly, though not significantly for task performance. Additionally, ratings of quantity of work obtained the highest degree of self-peer rating convergence as compared to ratings of quality of work and contextual performance. These results are discussed in terms of the practical implications for multirater systems.
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