INHERENTLY RELATIONAL: INTERACTIONS BETWEEN PEERS' AND INDIVIDUALS' PERSONALITIES IMPACT REWARD GIVING AND APPRAISAL OF INDIVIDUAL PERFORMANCE

• 成果类型: Article
• 署名作者: Erez, Amir; Schilpzand, Pauline; Leavitt, Keith; Woolum, Andrew H.; Judge, Timothy A.
• 署名单位: State University System of Florida; University of Florida; Oregon State University; State University System of Florida; University of Florida; University of Notre Dame
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2011.0214
• 发表日期: 2015
• 页码: 1761-1784
• 关键词: CATEGORY ACCESSIBILITY; CITIZENSHIP BEHAVIOR; task-performance; PERSON MEMORY; dominance; perceptions; ratings; traits; POWER; COMPLEMENTARITY

摘要

Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers consistently evaluated extraverted and disagreeable (but not introverted and agreeable) individuals' performance as lower. Study 2 replicated these findings with regard to performance evaluation and reward giving using an experimental design that manipulated actor personality and held objective performance constant. The results also showed that introverts' trait sensitivity and negative person impressions mediated these relationships. Overall, our results support an information utilization model of interpersonal dyadic evaluation, wherein introverts are more sensitive to interpersonal personality traits than are their extraverted counterparts, incorporating interpersonal traits in person impressions and subsequent evaluations and reward distributions. Our paper concludes with implications for dyadic workplace interactions, personality, and sources of emergent dyadic influences on performance evaluation.