SELF-OTHER RATING AGREEMENT AND LEADER EFFECTIVENESS

This study examined relationships between two models of self-other rat ing agreement and leader effectiveness. Using differences between self - and subordinate ratings, managers (N = 2,056) were first categorized into four groups: over-estimators (who rated themselves higher than o thers rated them); under-estimators (who rated themselves lower than o thers rated them); in-agreement/good raters (whose self-ratings were f avorable and similar to the ratings of others); and, in-agreement/poor raters (whose self-ratings were unfavorable and similar to the rating s of others) (Atwater & Yammarino, in press). Then, managers were clas sified using a six group model (Brutus, Fleenor, & Taylor, 1996), whic h introduced a further distinction-over-estimators/good, and under-est imators/poor. With the four group model, superiors appeared to rate in -agreement/good raters and under-estimators as more effective than ove r-estimators. However, with the six group model, in-agreement/good rat ers and under-estimator/good raters were not seen as more effective th an over-estimator/good raters. The results suggested that six groups a re necessary to fairly compare agreement groups.