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Do managers see themselves as other see them? Implications of self-other rating agreement for human resources management

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References

1988A META‐ANALYSIS OF SELF‐SUPERVISOR, SELF‐PEER, AND PEER‐SUPERVISOR RATINGS1,080 cited
1982Validity of self-evaluation of ability: A review and meta-analysis.973 cited
1992DOES SELF‐OTHER AGREEMENT ON LEADERSHIP PERCEPTIONS MODERATE THE VALIDITY OF LEADERSHIP AND PERFORMANCE PREDICTIONS?525 cited

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2004Competencies Conference: Future Directions in Education and Credentialing in Professional Psychology291 cited
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2003Social skill as moderator of the conscientiousness-performance relationship: Convergent results across four studies.246 cited
2003360‐degree feedback with systematic coaching: Empirical analysis suggests a winning combination243 cited
2012Speaking Up vs. Being Heard: The Disagreement Around and Outcomes of Employee Voice218 cited
2011A Review of Developmental Networks204 cited
2003Leadership Models, Methods, and Applications194 cited

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2007

When the customer shouldn't be king: Antecedents and consequences of sexual harassment by clients and customers.

191 cited

2010Group awareness of social and cognitive performance in a CSCL environment: Effects of a peer feedback and reflection tool189 cited

2011Leader self-development as organizational strategy178 cited

2000Does Mentor-Protégé Agreement on Mentor Leadership Behavior Influence the Quality of a Mentoring Relationship?147 cited

2013Emotionally unskilled, unaware, and uninterested in learning more: Reactions to feedback about deficits in emotional intelligence.146 cited

2013A meta-analytical review of the relationship between emotional intelligence and leaders’ constructive conflict management141 cited