Gender Stereotypes Of Citizenship Performance And Their Influence On Organizational Rewards

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ISBN 13 :
Total Pages : 87 pages
Book Rating : 4.:/5 (854 download)

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Download or read book Organizational Citizenship Behavior, Gender, and Performance Ratings written by and published by . This book was released on 2013 with total page 87 pages. Available in PDF, EPUB and Kindle. Book excerpt: Although many strides have been made with regard to gender differences over the past few decades, there are still discrepancies in treatment and expectations of women and men in the workplace that warrant further research. One such difference is evident in perceptions of organizational citizenship behaviors, or OCBs, which are organizationally relevant actions taken by employees that go above and beyond their formal job requirements. Following the logic of gender role theory, several studies have examined how cultural expectations regarding gender roles affect the way individuals' performance of different various OCBs are evaluated and rewarded. One potential connection that has not received much attention in the literature thus far focuses not on the employee performing OCBs, but the person who is using that information to form a performance rating of the employee. In light of mixed findings regarding the role for rater gender, this thesis hypothesized that the raters' gender personal identity, gender social identity, and modern sexist beliefs will affect their ratings of the overall performance of females and males exhibiting varying levels of helping behavior (a stereotypically feminine OCB) and voice (a stereotypically masculine OCB). Two models come to fruition here. In one, the stronger a rater's gender personal identity and/or modern sexist beliefs, the more likely she or he will be to make judgments with traditional gender norms in mind, thus providing lower ratings for women who perform stereotypically masculine OCBs. Alternatively, the stronger a rater's gender social identity and/or gender identity salience, the more likely she or he will be to make judgments with the ratee's position as part of their gender's in- or out-group in mind, thus providing lower ratings to ratees in the out-group. The hypothesized models were investigated in two studies using a sample of currently employed college students (Study 1: n=234, Study 2: n=175). The first was an experimental policy capturing study, in which participants read scenarios describing the behavior of hypothetical employees and rated their overall performance. In the second study, participants rated the OCBs and overall performance of one female and one male coworker. Both studies measured the gender personal identity, gender social identity, gender identity salience, and modern sexism of the performance rater. Hierarchical linear modeling was conducted to analyze the hypotheses. The results supported the hypotheses that OCBs would significantly affect overall performance ratings. Additionally and contrary to expectations, the results suggested that male targets are punished more than female targets when they are low in either voice behaviors or task performance. No support was found for the remaining hypothesized interactions. Although there were few significant findings in this thesis, there is still an abundance of research that suggests that OCBs are important because they affect decisions that influence career advancement. Considering the influence of these behaviors, it is vital to continue investigating how OCBs contribute to overall performance ratings in the workplace. Doing so may shed light on how performance ratings are formed, as well as how those ratings may eventually impact gender gaps in career advancement.