By Stéphane Brutus & John W. Fleenor
Center for Creative Leadership
Bowling Green State University
This paper attempts to clarify the link between rating congruence and managerial effectiveness by contrasting different methodologies used to operationalize self-other rating agreement in terms of how they relate to a criterion of interest. A regression model was applied to two data sets—a primary sample and a cross-validation sample. Both data sets contained self-ratings, peer ratings, and a managerial effectiveness criterion (from supervisor ratings). Results from this model demonstrate that peer ratings, rather than self-ratings, explain most of the variance in effectiveness. In light of these results, the weaknesses of agreement categorization, a technique that has emerged as an operationalization of self-other rating congruence, are identified. Implications of these findings for the practice of multisource feedback and for the direction of future research are discussed.
Brutus, Stéphane, Fleenor, J. W., & Tisak, J. (1999). Exploring the link between rating congruence and managerial effectiveness. Canadian Journal of Administrative Sciences / Revue Canadienne Des Sciences de l’Administration, 16(4), 308–322. https://doi.org/10.1111/j.1936-4490.1999.tb00691.x