The study looked at how well different people rate someone's performance at work. They found that peers and supervisors tend to agree more on ratings than individuals rating themselves or rating their peers. Peer and supervisor ratings had a high correlation, while self-supervisor and self-peer ratings had a moderate correlation. The way ratings were given (dimensional or global) and the job type (managerial/professional or blue-collar/service) affected how ratings matched up. Overall, peers and supervisors are more likely to see eye-to-eye on performance ratings than individuals rating themselves or others.