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 models, the relationship anywhere between LMX and performance remains significant and you may self-confident, and you can ladies with male managers nonetheless receive highest efficiency critiques than just guys having men executives
In order to compare the gender dyad groups to gay hookup bars Boston 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.
Due to the fact revealed from inside the numbers 2a and 2b, getting subordinates who’d a top-quality experience of the supervisor, manager and you can subordinate gender did not have any influence on show studies
Numbers 2a and you may 2b render graphical representations of the affairs out of LMX and you may dyad intercourse toward recommendations regarding employee during the-part results and you can ICB. As development of your communication effects based in the analyses is actually comparable round the most of the regression activities-that’s, the brand new telecommunications name ranging from LMX and dyad gender for women with men supervisors somewhat pertaining to results when compared with people with men executives and you may everyone having female executives-to-be parsimonious we area precisely the limited outcomes on the relationships from LMX which have male management and women using up against you to to own male supervisor and you will men under with the recommendations from into the-role results and ICB. In other words, high-LMX staff gotten high performing reviews it doesn’t matter if or not these people were inside a blended- or same-intercourse dyad. But this was untrue getting lowest-LMX professionals. If relationships quality are lower, lady that have a male manager acquired higher within the-part overall performance and you will ICB decisions reviews than just boys that have a masculine management.