AGREEMENT BETWEEN SUBORDINATE AND SELF‐RATINGS IN UPWARD FEEDBACK
研究考察了大型部门中领导力和上下级关系的下属评价与自我评价之间的一致性，发现女性管理者、一线部门以及一年后再次评价时一致性更高，且一致性随下属人数增加而提高。
This study examines measures of agreement between subordinate and self‐ratings of leadership and boss/subordinate relationships in an upward feedback process conducted in a large department. Ratings were provided for 86 target managers from an average of six subordinates per manager. Individual characteristics of the target manager (sex and age) and organizational characteristics of the work unit (the target manager's organizational level and organizational unit, line or staff) were examined as correlates of agreement. Profile agreement (the correlation between self‐ratings and the average subordinates’ratings across 48 items) was higher for female than male target managers, and was higher in line than staff units. Also, profile agreement increased over time for the 39 target managers rated one year later. Other findings indicated psychometric properties of upward feedback data. For instance, profile agreement was positively related to the number of subordinates in the work group. The discussion focuses on the need for research on variables that influence the reliability and usefulness of upward feedback data.