Briefly discuss the evidence about rater personality and subjective performance ratings.
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Raters high on agreeableness (r = .25), extraversion (r = .12), and emotional stability (r = .12) are more likely to provide higher ratings and the Big Five personality traits alone account for between 6% and 22% of the variance in performance ratings (Cheng, Hui, & Cascio, 2017; Harari, Rudolph, & Laginess, 2015). Raters high on conscientiousness are more likely to give higher ratings to older workers than to younger workers (Kmicinska, Zaniboni, Truxillo, Fraccaroli, & Wang, 2016). Raters high on self-monitoring are more likely to provide more accurate ratings (Jawahar, 2001). Attitudes toward performance appraisal affect rating behavior more strongly for raters low on conscientiousness (Tziner, Murphy, & Cleveland, 2002).
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