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 habits, the relationship between LMX and performance stays high and self-confident, and lady that have men administrators still found large results feedback than simply boys which have male administrators
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.
Since shown http://www.datingranking.net/local-hookup/virginia-beach/ in the data 2a and you will 2b, getting subordinates that has a premier-top quality connection with the management, supervisor and you may subordinate intercourse did not have one affect overall performance analysis
Numbers 2a and you will 2b provide visual representations of relations from LMX and you can dyad gender on analysis of staff within the-role show and you will ICB. Since the development of your communication consequences based in the analyses are comparable across every regression activities-that’s, the new correspondence label ranging from LMX and you will dyad gender for ladies which have men supervisors notably linked to overall performance in comparison to males which have male managers and you may someone with people executives-to be parsimonious i spot precisely the limited outcomes toward relations of LMX that have male supervisor and you can people subordinate up against one to possess men supervisor and male subordinate into feedback of inside the-character results and you will ICB. Put simply, high-LMX staff obtained high performing analysis regardless of whether or perhaps not these were from inside the a blended- or same-sex dyad. However, this was not true to have lowest-LMX professionals. In the event that matchmaking quality is lower, people having a male supervisor obtained higher in-role abilities and you can ICB behavior product reviews than just males with a masculine manager.