This paper attempts to add a significant contribution to the established studies on personality implications in business environment. It basically proves that performance appraisal rating and employee satisfaction is affected by both employee and manager personality similarity or difference despite of the various errors and biases that exist in this performance appraisal process. A mixed methodology of quantitative and qualitative data analysis addressing 2 government organizations has been followed aiming to explore whether personality similarity had a direct relationship with job performance and satisfaction. The results obtained from 71 participants revealed that when rater’s and ratee’s personalities are similar, the ratee tend to perform higher and receive a higher rating in performance appraisal, and vice versa. It was also found that personality similarity can affect employee satisfaction about his manager. When rater’s and ratee’s personalities are similar, the ratee tend to be satisfied about the rater, and vice versa. The paper concludes with a highlight on the role of personality similarities in affecting the performance appraisal process as well as job satisfaction surveys, leading to a possible subjective rating than objective one in both processes.
