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A potential limitation is the self-rated measure of individual performance. Early research on performance self-ratings determined that self-ratings tend to be higher than supervisor ratings (Yu & Murphy, 1993). Although performance self-ratings are often criticized for being unrepresentative due to social self-rating bias (Conway & Huffcutt, 1997), this study applies a self-assessment instrument in order to measure individual performance as leader ratings of individual follower performance are not without bias either. Erdogan and Bauer (2014, p. 418) report that supervisors’ ratings may inherit affect they feel towards their team members where they tend to see employees in a positive light. Fleenor (1996) even reported selfratings to be more valid than supervisor ratings. As it was a combination of different previously applied items particular attention was paid on the performance measure. The five-item scale was tested for internal consistency. The Cronbach alpha of .88 indicates that the instrument exhibits proper reliability.

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