Effects of self-monitoring on technical, contextual, and assignment-specific performance - A study of cross-national work performance ratings

This study investigates the relationship between self-monitoring and multid imensional performance ratings of global assignees. It was hypothesized tha t supervisors' performance ratings of expatriate subordinates would depend on three factors: (a) individual differences in self-monitoring, (b) superv isor-subordinate national similarity, and (c) the dimension of performance being rated (technical, contextual, or expatriate-specific). Analysis of va riance results from 78 supervisor/subordinate dyads indicated significant i nteractions among these three factors. The significant interaction for the contextual performance dimension suggests that high self-monitors were rate d more favorably by supervisors of the same nationality. Low self-monitors' ratings were somewhat less affected by rater-ratee national similarity. Se lf-monitoring also had a significant main effect on ratings of assignment-s pecific performance. These results suggest self-monitoring personality has differential effects across performance dimensions and rater context. Futur e research implications are provided for examining the relationship between personality and job performance dimensions. Practical recommendations for the performance management of global assignees are provided.