Although it has been previously concluded that meta-perceptions are strongly influenced by self-perceptions, empirical findings now suggest that people have some degree of understanding of how others view them that is distinct from their self-perceptions.
Meta-perception refers to an individual’s judgement of how his/her personality is perceived by others. Very little is known about meta-perceptions in this context. Despite a growing interest in the meaning and effects of (dis)agreement between personality perceptions, previous work has focused almost exclusively on self- and other-perceptions. This desire for coherence suggests that agreement between self- and other-perceptions has positive consequences for individual well-being. In general, people prefer to be known and understood by others according to how they see themselves.
The question whether (dis)agreement between self- and other-perceptions is related to individual well-being has already received significant attention in the past decades. Therefore, the present study examined whether discrepancies between self-, other-, and meta-perceptions of personality were related to burnout symptoms and to eudaimonic workplace well-being. We wondered if these different perceptions of Jack’s personality will affect his well-being at work. In turn, Jack may believe that Alice thinks of him as relatively neutral with respect to extraversion (meta-perception), whereas Alice actually thinks of Jack as somewhat introverted (other-perception). Jack thinks of himself as somebody who is highly introvert (self-perception). Imagine two colleagues at work, Jack and Alice. We uploaded our anonymized data set as a Supporting information file.įunding: NO - The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript.Ĭompeting interests: The authors have declared that no competing interests exist. Mellanie Geijsen, email: For any further information you can contact the Ethics committee: There are no ethical or legal restrictions on sharing a de-identified data set. This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.ĭata Availability: Our data can be accessed through the data steward of the Open University of the Netherlands, Dr.
Received: NovemAccepted: JPublished: July 28, 2022Ĭopyright: © 2022 Vries et al. PLoS ONE 17(7):Įditor: Norio Yasui-Furukori, Dokkyo Medical University School of Medicine, JAPAN Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).Ĭitation: Vries Ad, Broks VMA, Bloemers W, Kuntze J, de Vries RE (2022) Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. Participants were 459 Dutch employees and their 906 colleagues (who provided other ratings of personality). We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workplace well-being beyond the main effects of the different personality ratings. The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being.
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