Department of Management and Organization, Michael G. Foster School of Business, University of Washington.
J Appl Psychol. 2014 Nov;99(6):1288-99. doi: 10.1037/a0037109. Epub 2014 Jun 9.
In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).
在这项研究中，我们借鉴了刻板印象的文献，提出主管对工作绩效的评价受到员工上班起始时间（即他们开始工作的时间）的影响。即使考虑了总工作时间、客观工作绩效和员工对尽责性的自我评估，我们发现较晚的起始时间会导致主管认为员工不够尽责。这些看法反过来又使主管认为员工的表现较差。此外，我们还表明，主管的生物钟类型是中介模型的边界条件。比起喜欢早起的主管（即“云雀”），更喜欢晚睡的主管（即“猫头鹰”）不太可能对起始时间较晚的员工持有负面刻板印象。总的来说，我们的研究结果表明，主管对工作绩效的评价容易受到基于员工起始时间的刻板印象的影响。
