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.

During these designs, the relationship ranging from LMX and performance stays significant and positive, and you can girls having male supervisors nonetheless discovered large results evaluations than simply people having male supervisors

In order to compare the gender dyad groups to other base groups (female hookup ads posting sites Newcastle 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.

While the found into the figures 2a and you will 2b, to own subordinates who had a high-high quality relationship with its manager, management and you can under sex didn’t have any affect performance studies

Numbers 2a and you will 2b bring graphical representations of your own relations regarding LMX and you can dyad gender on ratings away from personnel in-character abilities and you may ICB. Since development of your communication consequences found in the analyses is actually similar around the the regression models-that is, brand new communications title anywhere between LMX and you will dyad intercourse for ladies having men administrators rather regarding overall performance when compared with boys having men managers and you will everyone which have people executives-to be parsimonious we area precisely the marginal effects towards connections out-of LMX which have men supervisor and you may females under facing one to have men management and you can men using into reviews away from inside-part performance and you can ICB. Quite simply, high-LMX group received high end studies no matter whether or otherwise not they were inside the a blended- or exact same-gender dyad. But this is false for lowest-LMX staff. When the matchmaking top quality are low, people which have a male manager received highest inside the-part abilities and ICB conclusion analysis than simply males which have a masculine manager.