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 activities, the partnership between LMX and performance stays extreme and you can self-confident, and you will females with male supervisors nevertheless discovered highest efficiency recommendations than men 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 Memphis hookup bars 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 shown in the numbers 2a and 2b, to possess subordinates who’d a high-top quality experience of its manager, manager and you will using sex did not have one impact on efficiency recommendations
Figures 2a and you may 2b bring visual representations of your relations from LMX and you will dyad sex for the critiques away from worker into the-role overall performance and you may ICB. Since the trend of the telecommunications outcomes found in the analyses is actually equivalent round the the regression models-that’s, the latest communication term anywhere between LMX and you may dyad intercourse for ladies which have male administrators somewhat linked to efficiency when comparing to guys with men executives and you may visitors with girls executives-to get parsimonious we spot only the marginal effects on connections out-of LMX with male supervisor and you can ladies under against that having male manager and you may male using into product reviews out-of for the-part results and you may ICB. In other words, high-LMX personnel received high end analysis regardless of whether or not these people were inside the a combined- otherwise same-sex dyad. But this was incorrect to possess lowest-LMX professionals. In the event the matchmaking top quality try lower, ladies with a male supervisor gotten higher from inside the-role performance and you will ICB conclusion evaluations than simply boys having a male supervisor.