Van der Heijden Beatrice I J M, Scholarios Dora, Van der Schoot Esther, Jedrzejowicz Piotr, Bozionelos Nikos, Epitropaki Olga, Knauth Peter, Marzec Izabela, Mikkelsen Aslaug, Van der Heijde Claudia
Radboud University Nijmegen, Institute for Management Research, The Netherlands.
Int J Aging Hum Dev. 2010;71(3):231-58. doi: 10.2190/AG.71.3.d.
Using 394 pairs of employees and their immediate supervisors working in the Information and Communication Technology (ICT) sector in three northern European countries, this study examined the effect of workplace moderators on the link between relational demography and supervisor ratings of performance. Directional age differences between superior and subordinate (i.e., status incongruence caused when the supervisor is older or younger than his/her subordinate) and non-directional age differences were used as predictors of supervisor ratings of occupational expertise. The quality of the supervisor-subordinate relationship and the existence of positive age-related supervisory practices were examined as moderators of this relationship. The results provide no support for a relationship between directional age differences and age-related stereotyping by supervisors in ratings of performance, neither for the effects of age-related supervisory practices. However, high quality supervisor-subordinate relationships did moderate the effects of age dissimilarity on supervisory ratings. The implications of these findings for performance appraisal methodologies and recommendations for further research are discussed.
本研究以在北欧三个国家信息与通信技术（ICT）部门工作的394对员工及其直属上司为样本，考察了工作场所调节变量对关系人口统计学与上司绩效评级之间联系的影响。上级与下级之间的方向性年龄差异（即当上司比其下属年长或年轻时产生的地位不一致）和非方向性年龄差异被用作上司职业专长评级的预测指标。上司与下属关系的质量以及与年龄相关的积极监督行为的存在被作为这种关系的调节变量进行考察。结果表明，方向性年龄差异与上司在绩效评级中与年龄相关的刻板印象之间不存在关联，与年龄相关的监督行为的影响也不存在关联。然而，高质量的上司与下属关系确实缓和了年龄差异对监督评级的影响。本文讨论了这些发现对绩效评估方法的启示以及对进一步研究的建议。
