Title: The Impact of Gender Role Stereotypes on the Evaluation of Organizational Citizenship Behaviors
Abstract: Organizational citizenship behaviors (OCB), actions that employees perform that are voluntary and contribute to the success of their organization, help organizations to succeed (Organ, 1988, 1997). Yet how employees are rewarded (or punished) for their performance of OCB (or lack thereof) may depend on the gender of the employee (Allen & Rush, 2001). Supervisors often evaluate male and female employee OCB performance differently based on gender role stereotypes resulting in different rewards and consequences for employees (Allen, 2006; Heilman & Chen, 2005; Wilkinson, 2005), but few studies have considered how gender role stereotypes interact with characteristics of the supervisor and the organization to support or hinder a fair assessment of employee OCB. Supervisors often reward male employees for OCB performance while disregarding female employee OCB performance and punishing non-performance of expected OCB (Heilman & Chen, 2004). This may lead to women's OCB contributing less to their performance evaluations, salary raises, and promotions than equally qualified male employees. This differential treatment can be enhanced by supervisors and organizational cultures that support traditional gender role stereotypes. This paper suggests propositions for future research to better understand how gender role stereotypes impact OCB evaluations.
Publication Year: 2016
Publication Date: 2016-01-01
Language: en
Type: article
Indexed In: ['crossref']
Access and Citation
Cited By Count: 1
AI Researcher Chatbot
Get quick answers to your questions about the article from our AI researcher chatbot