{"id":{"repo_id":"wku-diss","oai_identifier":"oai:digitalcommons.wku.edu:theses-1726"},"canonical_url":"https://search.dev.ndltd.org/etd/wku-diss/oai:digitalcommons.wku.edu:theses-1726","repository":{"repo_id":"wku-diss","name":"Western Kentucky University","base_url":"https://digitalcommons.wku.edu/do/oai/"},"display":{"title":"The Role of Gender Interactions, Company Tenure and Job Tenure in Upward Feedback Ratings","abstract":"Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p < .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p < .01. A post-hoc Scheffe's test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p < .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed.","abstract_html":"Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p &lt; .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p &lt; .01. A post-hoc Scheffe&#x27;s test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p &lt; .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed.","abstract_has_math":false,"creators":["Johnson, Vanessa"],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2000,"date_issued":"2000-12-01T08:00:00Z","date_published":"2000-12-01T08:00:00Z","updated_at":"2026-07-24T06:07:48Z","subjects":["Industrial and Organizational Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/723","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Johnson, Vanessa"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Industrial and Organizational Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/723"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p < .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p < .01. A post-hoc Scheffe's test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p < .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed."]},{"key":"dc:title","label":"Title","values":["The Role of Gender Interactions, Company Tenure and Job Tenure in Upward Feedback Ratings"]}]}],"canonical_facts":{"dc:creator":["Johnson, Vanessa"],"dc:description.abstract":["Using feedback scores from an established upward feedback program, the role of gender interactions, company tenure, and job tenure on leadership ratings of managers by subordinates were examined. Four separate analyses were conducted: a 2 X 2 ANOVA, a 2 X 6 ANOVA, and two Aptitude-Treatment Interaction (ATI) regression analyses in accordance with the procedure set forth in Pedhazur (1997). No significant main effects or interactions were found for manager gender and subordinate gender on ratings of managers. Manager company tenure had a significant effect on ratings of managers, R = .002, F (1, 168) = .53, p < .05, but manager job tenure was not found to have a significant effect on manager ratings. Subordinate company tenure also had a significant effect on manager ratings, F (5, 3973) = 5.95, p < .01. A post-hoc Scheffe's test indicated significant differences were shown between subordinates whose tenure was 6 months to 1 year and 1 to 3 years versus subordinates whose tenure was greater than 10 years, p < .05. The need for further research of factors that may influence upward feedback ratings was emphasized; limitations of the study were also discussed."],"dc:identifier":["https://digitalcommons.wku.edu/theses/723"],"dc:subject":["Industrial and Organizational Psychology"],"dc:title":["The Role of Gender Interactions, Company Tenure and Job Tenure in Upward Feedback Ratings"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:07:48Z"}