This paper builds on previous studies testing the homogeneity hypothesis of personality as presented in seminal works in the field. Using a sample of 2,745 managers from 165 organizations operating in 51 sectors, spanning 30 European countries, we explore the Attraction-Selection-Attrition (ASA) framework in European organizations, and examine managerial personality variability within and between: (1) organizations; (2) industry sectors; and (3) European countries. To explore personality, the Myers-Briggs Type Indicator (MBTI) was used and the hypotheses tested with Bayesian Multilevel analysis, along with the within-group interrater reliability statistic (r_WG) and average deviation from the mean (ADM) agreement indices. Results revealed significant variance in personality between organizations and countries – but not within sectors. Evaluation of within group agreement revealed that agreement in personality profiles within organizations is relatively low (10–39%); the agreement is higher within countries (56–68%) and within industry sectors (30–63%). The results reveal that perhaps organizations are not as homogeneous as previously suggested. Earlier cautions about the consequences of Attraction-Selection-Attrition yielding relative homogeneity are discussed as unnecessary, and complementary fit is suggested. This is the first study to empirically test within group agreement across levels.

中文翻译：

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测试人格的同质性假设：欧洲国家、行业部门和组织的复制和扩展

本文建立在先前研究的基础上，这些研究测试了该领域开创性著作中提出的人格同质性假设。我们使用来自 30 个欧洲国家的 51 个部门的 165 个组织的 2,745 名管理人员作为样本，探索了欧洲组织中的吸引力-选择-流失 (ASA) 框架，并检查了：(1) 组织内部和之间的管理人格变异性；(2) 工业部门；(3) 欧洲国家。为了探索个性，我们使用了迈尔斯-布里格斯类型指标 (MBTI) 并使用贝叶斯多级分析测试了假设，以及组内评估者可靠性统计 (r _WG) 和平均偏差 (ADM) 一致性指数。结果显示，组织和国家之间的个性存在显着差异——但在部门内部则不然。对小组内部一致性的评估表明，组织内部的个性特征一致性相对较低（10-39%）；国家内部 (56-68%) 和工业部门内部 (30-63%) 的一致性更高。结果表明，也许组织并不像之前建议的那样同质化。先前关于吸引-选择-消耗产生相对同质性的后果的警告被认为是不必要的，并建议进行互补匹配。这是第一项对跨级别群体一致性进行实证检验的研究。