A multirater perspective on personality and performance: An empirical examination of the trait–reputation–identity model.
以韩国军事院校422名学员为样本，应用特质-声誉-认同模型分解多评价者人格数据中的共识与差异，发现声誉因素（观察者独特见解）对尽责性和宜人性的预测力最强，而特质因素（自评与他评共识）与绩效中等相关，认同因素（自我独特看法）则基本无关。
)? With a sample of 422 cadets at a highly selective military educational institute in South Korea, we applied (McAbee & Connelly, 2016) Trait-Reputation-Identity (TRI) Model to decompose consensus and discrepancy in multirater personality data. The variance associated with reputations (the unique personality insights held by observers) dominated the prediction for conscientiousness and agreeableness in predicting all criteria. Trait factors (reflecting the consensus between self- and observer-reports) were moderately related to ratings of job performance, citizenship, and grades for most theoretically aligned personality dimensions. Identity factors (targets' unique personality self-views) were generally unrelated to performance criteria, save for some modest positive relationships for conscientiousness (predicting work and academic performance) and agreeableness (predicting citizenship). These findings suggest that personality is an important determinant of success less by depicting "who employees are" (or "who they think they are") but more by describing "what employees do." We discuss the implications of these results for how multirater assessments can be built into organizational psychology research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).