Analyzing Differences in Cross Gender vs. Same Gender Informant Reports on Personality

Abstract

The vast majority of personality assessments are self reported. However, due to internal biases there is potential for self reports to be skewed1. While studies have found that the discrepancies between self and informant reports to be minimal3, the role of informant gender (relative to participant gender) has yet to be investigated. Thus, I examined how the gender of the informant and relative to the gender of the individual impacts the rankings of personality assessment across the Big Five traits. Participants (55.56% male, 44.44% female) each nominated a male and female informant. I then compared informant-reports and self-reports. No results were statistically significant enough to be conclusive, however, same-gender informants ranked individuals higher on openness than cross-gender informants- likely due in part to an increased level of comfort in same-gender relationships. This not only provides insight into differences between the nature of male and female relationships, but also has implications in workplace settings. If females are more likely to be perceived by their male coworkers as less conscientious, for example, this can lead to less positive performance ratings. This can have impacts regarding opportunities and promotions for females in the workplace. As such, one can infer that women are less likely than men to be promoted- performance ratings correlate with likelihood of being promoted- due to their lower performance ratings12. Though the strategy for correcting this perception discrepancy remains unclear, increased awareness of these inconsistencies can promote structural change regarding evaluation of employees.