Acquaintance ratings of honesty-humility and their relationship with extra-role behaviors

Observers' ratings of personality better predict work outcomes than self-ratings (Oh, Wang, & Mount, 2011). Emerging studies suggested that observers have greater accuracy than target persons themselves (“clearer lens”) by showing that acquaintance ratings of personality had predictive advantages beyond self-ratings. Here, we extend prior research by investigating the role of acquaintance-rated honesty-humility for predicting extra-role behaviors. We hypothesized that acquaintance-rated honesty-humility would incrementally predict counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) beyond self-ratings. In a multi-source field study with data from employees, acquaintances, and coworkers, we found that acquaintance-rated honesty-humility predicted OCB incrementally beyond self-ratings, but not CWB. Furthermore, acquaintance-rated honesty-humility was the most important predictor for OCB when compared to conscientiousness and agreeableness. Moreover, we found equal validity of self- and acquaintance-rated personality in relation to co-worker rated personality. We discuss implications for personality theory, measurement, and practice. • We examined acquaintance-rated honesty-humility and extra-role behaviors. • Acquaintance-rated honesty-humility predicted organizational citizenship behavior. • Acquaintance-rated honesty-humility predicted incrementally beyond self-ratings. • Acquaintance-rated honesty-humility was a stronger predictor than other traits. • Honesty-humility did not predict coworker-rated counterproductive work behavior.