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 designs, the partnership between LMX and performance remains tall and you will self-confident, and female having male executives however located high efficiency analysis than simply people with 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.
Because the revealed when you look at the figures 2a and 2b, to possess subordinates that has a leading-quality relationship with the manager, manager and you may subordinate intercourse didn’t have any impact on performance recommendations
Figures 2a and 2b promote graphical representations of one’s relations off LMX and you may dyad sex with the product reviews regarding worker inside the-part abilities and ICB. Due to the fact pattern of the telecommunications effects based in the analyses was comparable across the regression habits-that is, this new communication label between LMX and you can dyad sex for ladies that have male administrators somewhat pertaining to efficiency in comparison with males having male executives and you will anyone having people executives-is parsimonious we patch just the marginal outcomes for the interactions out-of LMX having https://datingranking.net/local-hookup/wyoming/ male supervisor and you will females under up against you to for men supervisor and you can men using toward critiques away from in the-part abilities and you can ICB. This means, high-LMX professionals received high performance product reviews it doesn’t matter if or perhaps not they certainly were within the a mixed- or exact same-sex dyad. But this was untrue getting lowest-LMX team. If relationship high quality is lowest, people that have a male supervisor received high when you look at the-role abilities and ICB behavior ratings than simply males with a masculine manager.