Essay on Performance Appraisal Data, Lyness And Heilman

906 Words Dec 9th, 2015 4 Pages
Using actual performance appraisal data, Lyness and Heilman (2006), used the lack-of-fit model to assess the rate of promotion among men and women in line jobs, which are considered more prominent are typically the domain of men, or staff jobs, which serve the role of supporting line staff and are female dominated. The researchers reviewed past performance appraisals for men and women who hold line or staff jobs. It was hypothesized that female line managers would receive the poorest performance ratings than all other managers or management positions, but ironically that women who had been promoted would have higher performance appraisals than their male counterparts with promotions being be more strongly tied to performance appraisal outcomes for women than men (Lyness & Heliman, 2006). The results indicated that women in line jobs were evaluated more negatively than the other three groups, especially female line managers. This supports the lack-of-fit model because it shows that a mismatch between perceived job requirements and abilities as they relate to gender stereotypes. It was interesting that female managers were rated higher than male managers on their performance appraisals, however the authors suggest that this is because women are held to a higher standard than men in the work performance. The fact that performance ratings lead to promotions and raises is a bigger factor for women than men, as men obtain these things regularly even though when the score lower…

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