Degree Granting Department
Tammy Allen, Ph.D.
Walter Borman, Ph.D.
Joseph Vandello, Ph.D.
Marcia Finkelstein, Ph.D.
Katherine Borman, Ph.D.
Organizational citizenship performance, Shifting standards model, 360-degree feedback, Salary, Promotions
Gender differences were investigated on ratings of citizenship performance (altruistic behaviors in the workplace). Self, peer, and supervisor ratings were collected on the three dimensions of citizenship performance (personal support, organizational support, and conscientious initiative) with scale type and gender as possible moderators of citizenship performance ratings.
Two hundred and twenty-four individuals performance ratings were collected, from different companies across the United States. The majority of these participants were white and female, and the largest industry sampled was the customer service industry. Participants were asked to complete a performance rating about themselves and have their peers and supervisor evaluate their performance. It was found that peers and supervisors rated women significantly higher on citizenship performance than they rated men. No gender differences were found on self ratings.
Scale type was found to moderate the findings for peer ratings, but not supervisor ratings. The difference between men and women was larger on the objective scale than on the subjective scale. Further, a significant relationship was found between supervisor ratings of citizenship performance and salary for men, but not for women.
Implications are discussed for men and women in the workplace in regards to women receiving higher citizenship performance than men and women not being rewarded equally with a higher salary for performance citizenship performance as were men.
Scholar Commons Citation
Wilkinson, Lisa, "Gender Stereotypes of Citizenship Performance and Their Influence on Organizational Rewards" (2005). USF Tampa Graduate Theses and Dissertations.