Cheng Kevin H C, Hui C Harry, Cascio Wayne F
Innushuk ConsultSydney, NSW, Australia.
Department of Psychology, University of Hong KongHong Kong, Hong Kong.
Front Psychol. 2017 Apr 10;8:521. doi: 10.3389/fpsyg.2017.00521. eCollection 2017.
Some researchers assume that employees' personality characteristics affect leniency in rating others and themselves. However, little research has investigated these two tendencies at the same time. In the present study we developed one index for other-rating leniency and another one for self-rating leniency. Based on a review of the literature, we hypothesized that a generous assessment of peers would more likely be made by those who are extroverted and agreeable than by those who are not. Furthermore, a generous assessment of oneself would more likely be made by people who are conscientious and emotionally stable, than by people who are not. We also investigated if the leniency in rating others and the leniency in rating oneself are part of a more general leniency tendency. Data collected from a sample of real estate dealers provided support for the above hypotheses. Limitations and implications for future research are discussed.
一些研究者认为员工的性格特征会影响对他人和自己评价时的宽松程度。然而，很少有研究同时考察这两种倾向。在本研究中，我们制定了一个用于他人评价宽松度的指标和另一个用于自我评价宽松度的指标。基于文献综述，我们假设外向且随和的人比不具备这些特质的人更有可能对同龄人进行宽容的评价。此外，尽责且情绪稳定的人比其他人更有可能对自己进行宽容的评价。我们还研究了对他人评价的宽松度和对自己评价的宽松度是否是更普遍的宽松倾向的一部分。从房地产经纪人样本中收集的数据为上述假设提供了支持。文中讨论了研究的局限性以及对未来研究的启示。
