|M.Sc Student||Bar-Niv Orly|
|Subject||Defection in Peer Assessment - the Influence of Personality|
and Personality Dissimilarity
|Department||Department of Industrial Engineering and Management||Supervisor||Mr. Peter Bamberger|
Although peer appraisal systems can have many benefits, they have potential problems. Raters may provide inaccurate ratings in order to maximize their own personal gains. This study investigates the influence of personality and personality dissimilarity on the probability that peer raters will consciously bias appraisals in order to maximize their personal benefits (i.e., defection).
The study was conducted on 15 teams of graduate students enrolled in two M.B.A programs. The peer ratings were analyzed and the probability that the evaluations were consciously biased by the rater was estimated by using an approach developed specifically for this study. The results indicate that for "Extraversion" and "Openness to experience," the higher is the rater in those personality traits the less is his chance to defect. "Agreeableness" and "Emotional stability" have indirect effects through their interaction with personality dissimilarity. The higher is the rater in those personality traits the less strong will be the association between dissimilarity and defection.
The study contributes to the literature on peer assessment by providing a new method to the challenging task of estimating the likelihood of team-member defection. The study also contributes to the social dilemmas literature by means of its consideration of the effects of individual personality and personality dissimilarity on defection behavior. Finally, the study contributes to practice by suggesting a personality-based correction factor for peer raters, and by suggesting how teams might be staffed in order to reduce the probability of intentional bias in peer assessment.