Multiperspective frameworks, such as the social relations model, socioanalytic theory, the realistic accuracy model, the self-other knowledge asymmetry model, and the trait-reputation-identity model, have advanced understanding of personality over the last 40 years. Due to a resurgence of interest in multiperspective research on personality and other constructs in organizational psychology, we conducted an integrative conceptual review of these specific multirater frameworks and their application in work settings. Our review identifies similarities and differences in these frameworks and suggests that they collectively represent an invaluable resource for personality researchers and the broader field of organizational psychology. Through our review, we distinguish multiperspective frameworks from similar approaches (e.g., multirater designs), track the evolution of these frameworks, and leverage current applications of these frameworks to craft a future research agenda. Our review serves as a roadmap to help scholars apply multiperspective logic more thoroughly and systematically in personality research and beyond. We close with a discussion of practical implications. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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人格研究中多视角框架的综合概念回顾和组织心理学扩展应用的路线图。


多视角框架，如社会关系模型、社会分析理论、现实准确性模型、自我-他人知识不对称模型和特质-声誉-身份模型，在过去 40 年中推进了对人格的理解。由于人们对组织心理学中人格和其他结构的多视角研究的兴趣重新抬头，我们对这些特定的多评估者框架及其在工作环境中的应用进行了综合概念审查。我们的综述确定了这些框架的相似之处和不同之处，并表明它们共同代表了人格研究人员和更广泛的组织心理学领域的宝贵资源。通过我们的审查，我们将多视角框架与类似方法（例如，多评估者设计）区分开来，跟踪这些框架的演变，并利用这些框架的当前应用来制定未来的研究议程。我们的综述作为一个路线图，帮助学者在人格研究及其他领域更彻底、更系统地应用多视角逻辑。最后，我们将讨论实际影响。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。