The effect of other orientation on self-supervisor rating agreement

Employees generally rate their performance more favorably than do their supervisors, which can lead to conflict and poor job performance. However, comparative international research indicates that persons from other-oriented collectivist cultures are less self-enhancing, suggesting that other-oriented employees will exhibit greater agreement with ratings provided by their supervisors. We examined the effect of subordinates’ other orientation on self-supervisor performance rating agreement. Consistent with cultural expectations, self-ratings of other-oriented subordinates showed greater agreement with ratings provided by their supervisors and less leniency relative to their supervisors’ evaluations. These findings have implications for understanding how employees in different professions, organizations, and cultures utilize feedback from their supervisors. Copyright # 2004 John Wiley & Sons, Ltd.