Conscientiousness and agreeableness as predictors of rating leniency.

Abstract

The authors studied the relationship between the Big Five personality factors and rating elevation among 111 students making peer evaluations. It was hypothesized that Conscientiousness (C) scores would be negatively correlated with rating level and that Agreeableness (A) scores would be positively correlated with rating level. We further predicted that individuals who were low on C and high on A would produce the most elevated ratings. As predicted, A scores were positively related to rating level (.33, p < .01) and C scores were negatively correlated with rating level (-.37, p < .01). Using the strong hypothesis test (P. Bobko, 1986), the authors found that ratings by low C and high A individuals were more elevated than all other groups of students combined (p < .01).

Developing a Social Enterprise Performance Scale and Examining the Relationship Between Entrepreneurs’ Personality Traits and Their Perceived Enterprise Performance

“…However, people with low neuroticism scores tend to be self-confident and calm (Zhao & Seibert, 2006), which may cause them to appreciate entrepreneurship (personal issues) and social contributions (social aspects). In addition, people possessing high levels of agreeableness can be excessively self-effacing and avoid conflicts (Bernardin et al, 2000), which may diminish social contributions (social aspects) and performance at team or organisational levels (personal issues, business elements, and service programmes). By contrast, people possessing low levels of agreeableness typically prioritise self-interest over cooperating with others (Costa & McCrae, 1992), which is harmful for any organisation and society as a whole.…”

“…Because highly agreeable people are unlikely to compete for limited resources or be preoccupied with avoiding confrontations and conflicts, they can be excessively self-effacing (Bernardin, Cooke, Villanova, 2000) and might not claim credit for their contributions (Ilies, Johnson, Judge & Keeney, 2011). In other words, this trait can inhibit the willingness to negotiate aggressively, protect self-interest, and influence or manipulate others for personal gain (Zhao & Seibert, 2006).…”

Assessing the construct validity of a measure of learning agility

“…Another study by Bernardin, Cooke and Villanova (2000) found that participants higher on Agreeableness obtained higher ratings of peer performance in group tasks. The participants consisted of Ill students who made peer evaluations on human resource management problems, and completed the NEO Five Factor Inventory.…”

Rater’s Intention Towards Appraising Accurately

“…In order to understand other elements of raters' motivation and how motivation affects the appraisal process, lines of research on raters' motivation had focused on raters' feelings of discomfort in conducting performance appraisal (Villanova, Bernardin, Dahmus, & Sims, 1993); raters' personality (Bernardin, Cooke, & Villanova, 2000); raters' attribution (Struthers, Weiner, & Allred, 1998); and raters' accountability (Klimoski & Inks, 1990). However, Levy and Williams (2004) found that the researchers began to question "whether all or even most raters are truly motivated to appraise accurately" (p.887).…”