Demographic Differences and Reactions to Performance Feedback
研究调查了人口统计学相似性与差异性如何影响员工对绩效评估的看法以及对负面反馈的反应，发现员工对白人管理者的反馈反应更积极，男性对女性管理者的反馈反应更消极，且员工对同种族管理者的负面反馈反应更消极。
This study examined the effects of demographic similarity and dissimilarity on perceptions of performance appraisals and reactions to negative feedback. We surveyed a sample of 180 non-supervisory employees from an organization whose members represent over 120 nationalities. Consistent with predictions based on status characteristics theory, employees reacted more favorably to feedback from White managers. An asymmetrical dissimilarity effect was observed in which men reacted more unfavorably to feedback from women. Contrary to predictions based on the similarity–attraction hypothesis, employees reacted more unfavorably to negative feedback from same-race managers. Implications with regard to self-identity threat are discussed as a possible explanation for this phenomenon.