The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings
基于性别角色理论，研究员工自评的工作-家庭冲突与主管感知的关系如何受员工性别和冲突方向影响，并发现主管感知中介了员工冲突与绩效评定的关系，且该效应受性别调节。
We draw on gender role theory to examine the relationships among employee-rated work–family conflict, supervisor perceptions of employee work–family conflict, employee gender and supervisor-rated job performance. We found that the relationship between employee-rated work–family conflict and supervisor perceptions of employee conflict varied based on both employee gender and the direction of conflict under consideration. Specifically, the relationship between the two rating sources (employee and supervisor) was stronger for male employees when conflict was considered. However, the relationship between the two rating sources was stronger for female employees when family-to-work conflict was considered. Supervisor perceptions of employee work–family conflict were negatively related to employee job performance ratings. More generally, we found support for a moderated mediation model such that the relationship between employee-rated work–family conflict and job performance was mediated by supervisor perceptions of employee work–family conflict, and the effect was moderated by employee gender. Implications for research and practice are discussed.