{"id":{"repo_id":"vt","oai_identifier":"oai:vtechworks.lib.vt.edu:10919/43453"},"canonical_url":"https://search.dev.ndltd.org/etd/vt/oai:vtechworks.lib.vt.edu:10919/43453","repository":{"repo_id":"vt","name":"Virginia Tech","base_url":"https://vtechworks.lib.vt.edu/oai/request"},"display":{"title":"Effect of discrepant information and sex of manager on attributions and ratings of manager's performance","abstract":"Attribution theory has been used to explain the responses of individuals to others behavior. Previous research has shown that attributions for performance can influence rater's judgments and the sex of the ratee has been shown to influence the attributions made for performance. Discrepant information was used to cue the formation of attributions and these attributions were predicted to mediate the relationship between the subjects' existing view of a manager's performance and subsequent performance ratings. It was hypothesized that different attributions would be made depending on the sex of the manager and the direction of the discrepant information (positive or negative) and that these attributions would be related to performance ratings. First, no relationship between attributions and performance ratings was found. Second, the expected pattern of attributions was only found for the female manager/positive discrepancy condition. Finally, performance ratings within the positive and negative discrepancy conditions did not differ as a function of sex. Limitations of this study, possible explanations of the current results, and suggestions for future research are discussed.","abstract_html":"Attribution theory has been used to explain the responses of individuals to others behavior. Previous research has shown that attributions for performance can influence rater's judgments and the sex of the ratee has been shown to influence the attributions made for performance. Discrepant information was used to cue the formation of attributions and these attributions were predicted to mediate the relationship between the subjects' existing view of a manager's performance and subsequent performance ratings. It was hypothesized that different attributions would be made depending on the sex of the manager and the direction of the discrepant information (positive or negative) and that these attributions would be related to performance ratings. First, no relationship between attributions and performance ratings was found. Second, the expected pattern of attributions was only found for the female manager/positive discrepancy condition. Finally, performance ratings within the positive and negative discrepancy conditions did not differ as a function of sex. Limitations of this study, possible explanations of the current results, and suggestions for future research are discussed.","abstract_has_math":false,"creators":["Porter, Paige Paula"],"institution":"Virginia Tech","degree_name":"Master of Science","degree_level":"masters","degree_discipline":"Psychology","degree_department":"Psychology","school":null,"contributors":[],"advisors":[],"committee_chairs":["Foti, Roseanne J.","Gustafson, Sigrid B.","Hauenstein, Neil M. 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Previous research has shown that attributions for performance can influence rater's judgments and the sex of the ratee has been shown to influence the attributions made for performance. Discrepant information was used to cue the formation of attributions and these attributions were predicted to mediate the relationship between the subjects' existing view of a manager's performance and subsequent performance ratings. It was hypothesized that different attributions would be made depending on the sex of the manager and the direction of the discrepant information (positive or negative) and that these attributions would be related to performance ratings. First, no relationship between attributions and performance ratings was found. Second, the expected pattern of attributions was only found for the female manager/positive discrepancy condition. Finally, performance ratings within the positive and negative discrepancy conditions did not differ as a function of sex. Limitations of this study, possible explanations of the current results, and suggestions for future research are discussed."]},{"key":"dc:description.degree","label":"Dc Description Degree","values":["Master of Science"]},{"key":"dc:format.medium","label":"Dc Format Medium","values":["BTD"]},{"key":"dc:format.mimetype","label":"Dc Format Mimetype","values":["application/pdf"]},{"key":"dc:title","label":"Title","values":["Effect of discrepant information and sex of manager on attributions and ratings of manager's performance"]}]}],"canonical_facts":{"dc:contributor.committeechair":["Foti, Roseanne J.","Gustafson, Sigrid B.","Hauenstein, Neil M. A."],"dc:contributor.department":["Psychology"],"dc:creator":["Porter, Paige Paula"],"dc:date.accessioned":["2014-03-14T21:39:11Z"],"dc:date.available":["2014-03-14T21:39:11Z","2009-06-23"],"dc:date.issued":["1994"],"dc:description.abstract":["Attribution theory has been used to explain the responses of individuals to others behavior. 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