Different Strokes for Different Folks: The Impact of Sex Dissimilarity in the Empowerment–Performance Relationship

Avery, Derek R.; Wang, Mo; Volpone, Sabrina D.; Zhou, Le

doi:10.1111/peps.12032

Cited by 34 publications

(28 citation statements)

References 89 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…climate for inclusion, unit job type, unit size, and diversity at the unit level, all other variables at the individual level), we applied hierarchical linear modeling (HLM) to test our hypotheses. Following common procedures (e.g., Avery, Wang, Volpone, & Zhou, 2013;Chen, Liu, & Portnoy, 2012) we first tested for systematic variation between units. We used grand mean centering.…”

Section: Descriptive Statisticsmentioning

confidence: 99%

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Dwertmann

Boehm

2016

AMJ

114

View full text Add to dashboard Cite

Growing workforce diversity increases the likelihood that supervisors and subordinates will differ along demographic lines, a situation that has important implications for their relationship quality and individual outcomes. In a sample of 1,253 employees from 54 work-units, we investigate the effects of differences in disability status between supervisors and subordinates on leader-member-exchange (LMX) quality and subsequent performance ratings, and find that incongruence in general is related to lower LMX quality and lower performance. In addition, we propose and find an asymmetrical effect of disability incongruence, such that LMX quality is worse in dyads in which the supervisor has a disability than in dyads in which the subordinate has a disability. Furthermore, we investigate the moderating role of unit-level climate for inclusion on this relationship and find support for a buffering effect of inclusive climates on the negative incongruence-LMX relationship for scenarios in which the supervisor, but not the subordinate, has a disability. We build relevant theory for the relational demography, disability, LMX, and organizational climate literatures by predicting these effects on the basis of status mechanisms. These findings have important practical implications, as they provide companies with a feasible way to manage their diverse workforce. ABSTRACTGrowing workforce diversity increases the likelihood that supervisors and subordinates will differ along demographic lines, a situation that has important implications for their relationship quality and individual outcomes. In a sample of 1,253 employees from 54 work-units, we investigate the effects of differences in disability status between supervisors and subordinates on leader-member-exchange (LMX) quality and subsequent performance ratings, and find that incongruence in general is related to lower LMX quality and lower performance. In addition, we propose and find an asymmetrical effect of disability incongruence, such that LMX quality is worse in dyads in which the supervisor has a disability than in dyads in which the subordinate has a disability. Furthermore, we investigate the moderating role of unit-level climate for inclusion on this relationship and find support for a buffering effect of inclusive climates on the negative incongruence-LMX relationship for scenarios in which the supervisor, but not the subordinate, has a disability. We build relevant theory for the relational demography, disability, LMX, and organizational climate literatures by predicting these effects on the basis of status mechanisms.These findings have important practical implications, as they provide companies with a feasible way to manage their diverse workforce.

show abstract

Section: Descriptive Statisticsmentioning

confidence: 99%

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Dwertmann

Boehm

2016

AMJ

114

View full text Add to dashboard Cite

show abstract

“…Following other researchers (e.g., Avery, Wang, Volpone, & Zhou, ; Bhave, Kramer, & Glomb, ; David, Avery, Witt, & McKay, ), we assessed male domination in teams using Tsui, Egan, & O'Reilly's () Euclidean distance formula. Consistent with Harrison & Klein's () recommendations, Euclidean distance formulas assess “separation” in teams, which occurs when team members are affected by the ratio of members of one social identity group compared to another.…”

Section: Methodsmentioning

confidence: 99%

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

et al. 2018

View full text Add to dashboard Cite

This study tested competing theoretical predictions surrounding the moderating effect of male domination in teams on the relation between women's perceptions of gender discrimination and their job satisfaction. Using archival data from an all‐female sample of active military personnel (n = 3,015) comprising 321 work teams, which fell on a continuum from less male dominated to more male dominated, we found that the extent to which teams were male dominated moderated the negative link between perceived gender discrimination and job satisfaction, such that perceptions of discrimination were more negatively related to job satisfaction for women working in teams that were less male dominated than for those working in teams that were more male‐dominated. We conclude by discussing the implications of our findings for research and practice and highlight several avenues for future research.

show abstract

“…Perceived similarity among in-group members eases interpersonal interactions, facilitates communication, and builds friendships (Guillaume et al 2012 ); these processes make it easier for same-sex coworkers to fi nd common topics of conversation and generate pleasant interactions (Konrad et al 2010 ). Employees who have a high level of sex similarity with their coworkers are expected to identify more with the unit, to feel more included, and to experience less interpersonal confl ict with their coworkers (Avery et al 2013 ).…”

Section: Relational Demography: Sex Effects In Groupsmentioning

confidence: 98%

In the Company of Women: The Well-Being Consequences of Working with (and for) Other Women

Kulik¹,

Metz²,

Gould³

2016

Handbook on Well-Being of Working Women

View full text Add to dashboard Cite

Different Strokes for Different Folks: The Impact of Sex Dissimilarity in the Empowerment–Performance Relationship

Cited by 34 publications

References 89 publications

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Status Matters: The Asymmetric Effects of Supervisor–Subordinate Disability Incongruence and Climate for Inclusion

Does Reducing Male Domination in Teams Attenuate or Intensify the Harmful Effects of Perceived Discrimination on Women's Job Satisfaction? A Test of Competing Hypotheses

In the Company of Women: The Well-Being Consequences of Working with (and for) Other Women

Contact Info

Product

Resources

About