Knowledge that Transforms

AbstractA conceptual model of self‐perception accuracy is developed, and its managerial and research implications for human resources management are discussed. The model is based on a series of studies designed to enhance understanding of self–other agreement and the accuracy of self‐perception. Accuracy is defined as the degree of agreement between self‐and other‐evaluations/ratings. In this framework, “other‐ratings” may be provided by subordinates, peers, superiors, or customers/clients, so that self–other agreement includes the entire 360‐degree range of feedback sources available to a focal individual. The evaluations/ratings may concern any of the key areas in personnel and human resource management such as training needs assessment, performance appraisal, or leadership behaviors. The model posits enhanced individual and organizational outcomes when self‐perception is accurate and diminished or mixed outcomes when self‐perception is inflated or deflated, respectively. © 1993 by John Wiley & Sons, Inc.

Shapero (1975, 1982) proposed an Intentionality-based process model of the entrepreneurial event. Entrepreneurial intentions should derive from feasibility and desirability perceptions plus a propensity to act on opportunities. Prior entrepreneurship-related experiences should influence entrepreneurial intentions indirectly through these perceptions. Path analyses found that feasibility and desirability perceptions and propensity to act each proved significant antecedents of entrepreneurial intentions. Perceived feasibility was significantly associated with the breadth of prior exposure. Perceived desirability was significantly associated with the positiveness of that prior exposure. Strong support was found for Shapero's model, arguing for further application of intentions-based process models of entrepreneurial activity.