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.
On these habits, the relationship anywhere between LMX and gratification remains high and self-confident, and you will people which have male supervisors nonetheless discovered higher results ratings than boys that have men supervisors
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.
Once the found inside the data 2a and 2b, to possess subordinates that has a leading-quality reference to their manager, manager and you can subordinate gender didn’t have one influence on abilities reviews
Figures 2a and 2b offer graphical representations of the relationships off LMX and you will dyad gender on the product reviews out of staff member in the-part results and you will ICB. As the pattern of your own communication consequences based in the analyses was similar across the all of the regression designs-which is, the new correspondence label ranging from LMX and you will dyad sex for females having male managers rather about results when compared to men with men supervisors and visitors having girls managers-as parsimonious we patch precisely the marginal effects toward relations regarding LMX local hookup app Syracuse which have male supervisor and you may ladies under facing you to getting men manager and male using into the analysis off inside-character performance and you will ICB. This means that, high-LMX employees gotten powerful critiques no matter whether or not they were from inside the a blended- or same-gender dyad. But this was not the case to own lowest-LMX professionals. If matchmaking high quality is lower, females having a masculine management gotten higher within the-role performance and you may ICB conclusion analysis than just boys having a masculine manager.