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.
Within these patterns, the relationship between LMX and gratification remains significant and you will self-confident, and you will girls that have male executives however found high performance product reviews than simply men which have 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 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.
Given that found for the data 2a and you can 2b, having subordinates who’d a top-top quality connection with its supervisor, manager and you can under gender did not have people affect performance feedback
Rates 2a and you may 2b provide graphical representations of interactions out-of LMX and dyad intercourse towards the reviews regarding worker into the-role overall performance and you may ICB. Because development of one’s communications effects found in the analyses are comparable across every regression activities-that is, the new communications https://datingranking.net/dhenin.fr-hookup/arlington/ identity anywhere between LMX and you can dyad sex for women having male managers rather related to efficiency when compared to men that have men managers and you will individuals that have female supervisors-to get parsimonious we spot only the marginal consequences towards the relationships of LMX that have male management and you may females subordinate up against one to having men manager and you will men under to the feedback away from during the-character abilities and you will ICB. Quite simply, high-LMX staff gotten high performing product reviews whether or not or perhaps not they were in the a combined- otherwise exact same-intercourse dyad. However, this is false to possess reduced-LMX employees. In the event that dating high quality try reduced, people which have a masculine supervisor gotten highest for the-role overall performance and you can ICB choices reviews than simply people with a masculine supervisor.