Hypotheses 2 and 3 proposed that employees in mixed-gender dyads would receive lower performance ratings than employees in same-gender dyads and that mixed-gender dyads would moderate the effects of LMX on performance ratings. We found that, in comparison to men with male supervisors, only women with male supervisors have a statistically significant difference in ratings and in fact the ratings are higher. As shown in table 3 models 1a and 1b, women with male supervisors received higher ratings on both in-role performance (? = 0.17, t = 3.26, p < .01) and ICB (? = 0.15, t = 3.04, p < .01) than that of men with male supervisors. In addition, the interaction effect of LMX and gender dyad was significant for women with a male supervisor. The coefficients for the interaction of LMX with mixed-gender dyads comprised of a male supervisor and female subordinate on ratings of in-role performance (? = ?0.15, t = ?2.50, p < .05) and ICB (? = ?0.17, t = ?2.59, p < .05) were negative and statistically significant, which suggested that the strength of the relationship between LMX and performance ratings for women with male supervisors was weaker than that for men with male supervisors.
Throughout these patterns, the relationship anywhere between LMX and gratification remains extreme and self-confident, and girls that have men managers nonetheless found large efficiency recommendations than simply males having male executives
In order to compare the gender dyad groups to other base groups (female supervisors with female subordinates and female supervisors with male subordinates), we also conducted supplemental regression analyses, results of which are shown in Appendix 2. This analysis enables us to determine whether the differences for women with male supervisors still holds true when compared against men and women with female supervisors. The supplemental analyses indicated that best hookup bars near me Phoenix women with male supervisors received significantly higher ratings of in-role performance than women (? = 0.12, t = 2.02, p < .05) or men (? = 0.25, t = 3.66, p < .01) with female supervisors. Women with male supervisors also received higher ratings of ICB than women (? = 0.10, t = 1.78, p < .10) or men (? = 0.16, t = 2.63, p < .05) with female supervisors. One additional finding that emerged was that men with female supervisors received significantly lower ratings on in-role performance than women with female supervisors (? = ?0.12, t = 2.07, p < .05). We also conducted supplemental analyses that indicated that the interaction effect of LMX and dyadic gender for women with male supervisors was significant in comparison to men and women with female supervisors (see Models 3a, 3b, 4a, and 4b in Appendix 2). Taken altogether, our results provided mixed support for Hypotheses 2 and 3.
Since the revealed within the numbers 2a and you may 2b, having subordinates that has a high-top quality connection with the supervisor, management and you may subordinate sex didn’t have people affect performance critiques
Data 2a and you will 2b provide visual representations of your relations out-of LMX and you may dyad sex with the feedback out-of worker from inside the-character show and you may ICB. Since the development of one’s communication consequences found in the analyses try comparable around the all the regression habits-that’s, the fresh new communications name anywhere between LMX and you will dyad gender for females with male administrators notably linked to abilities when compared to guys that have male administrators and you may everyone that have ladies administrators-are parsimonious we spot just the limited consequences into the affairs from LMX that have male management and you can girls using against you to having male manager and male using to your evaluations out-of inside-part overall performance and you will ICB. In other words, high-LMX employees obtained high performing analysis whether or not or not they were when you look at the a blended- otherwise exact same-gender dyad. However, it was false for lowest-LMX teams. In the event that relationships quality was low, female which have a masculine manager received high from inside the-character results and ICB decisions evaluations than simply guys that have a masculine management.