Acceso usuarios
Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers consistently evaluated extraverted and disagreeable (but not introverted and agreeable) individuals' performance as lower. Study 2 replicated these findings with regard to performance evaluation and reward giving using an experimental design that manipulated actor personality and held objective performance constant. The results also showed that introverts' trait sensitivity and negative person impressions mediated these relationships. Overall, our results support an information utilization model of interpersonal dyadic evaluation, wherein introverts are more sensitive to interpersonal personality traits than are their extraverted counterparts, incorporating interpersonal traits in person impressions and subsequent evaluations and reward distributions. Our paper concludes with implications for dyadic workplace interactions, personality, and sources of emergent dyadic influences on performance evaluation
