gender differential paper IJCRB

ijcrb.webs.com
JUNE 2011
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 3, NO 2
H1: A subordinate’s use of intimidation will have a negative effect on supervisor’s
performance rating of employee. (Accepted)
Similarly, there would be 7.6% increase in the performance rating of employee by a unit increase
on the ingratiation scale. In this case the value of t-statistics is 0.688, which is insignificant,
resulting to rejection of second hypothesis. The rejection of this hypothesis is not generally
support by the empirical study but as the major of the research has been done in a western
environment the difference in result is contributed by the peculiar work environment, culture and
demographic characteristics of Pakistan in which an Ingratiator is often considered as a YES
BOSS employee.
H2: Ingratiation has a positive effect on the performance rating of the subordinate.
(Rejected)
In case of Exemplification, its one unit increase will bring a 28.2% increase in performance
rating and value of its t-stats is 3.739 which is very significant, causing acceptance of our third
hypothesis. The acceptance of this hypothesis is endorsed by the research work by Kacmar,
Harris & Nagy (2007). With the help of exemplification people try to portray themselves as
dedicated and loyal to the organization.
H3: Employees engaged in exemplification will be rated positively by the supervisor.
(Accepted)
Self-promotion is negatively related with performance rating. It has a 5.3% negative impact on
performance rating, but its value of t statistics is -.727 giving rejection of our fourth hypothesis.
So the relationship of self-promotion with performance rating is insignificant. The result is
supported by the study of Jones and Pittman (1982), wherein they were of the view that self
promotion works well, when it is difficult to measure and verify the competency claims. In
Pakistani culture, the persons practicing self promotion are not viewed high.
H4: A supervisor's ratings of the subordinates performance is negatively related to selfpromotion
tactics. (Rejected)
Supplication will also decrease one performance rating by 8.6%. The table shows that value of t-
statistics is -1.018, which is low resulting to rejection of our hypothesis that Supplication has a
negative impact on the employee performance rating. The result received is quite contrary to
what empirical study has shown about the impact of supplication strategy on performance rating
but if we see it from our generic cultural point of view wherein people are generally sympathetic
and tend to help others and extend support, the supplication strategy may strike a positive
feedback from the Supervisor.
H5: Supplication tactic used by subordinates is negatively related to the performance
rating. (Rejected)
The strength of different impression management strategies with the performance rating
is represented by the following model:
Insert Fig. II Here
5. Conclusion
Impression management is a phenomena exhibited by all employees, whether in a conscious or
an unconscious manner in an organizational context. The study shows that Impression
management plays an important role in the performance rating of employees by their respective
supervisors. Some time employee engage them in portraying a positive and some time a negative
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