In this research, we examine how a supervisor’s divergent interpretations of employee working overtime would influence the supervisor’s ratings of employee performance. Adopting affect-consistency bias theory, we propose that whether a supervisor likes an employee is a critically contingent factor on whether employee working overtime is perceived as conscientious or using an exemplification tactic to gain a favorable image. This assessment will subsequently impact how the supervisor rates the employee’s job performance. Using a multi-source, time-lagged survey and a scenario experiment, we found that when a supervisor’s liking of employee is low, the supervisor will perceive employee working overtime as a tactic to exemplify good behavior, and this will result in lower performance ratings for the employee. However, when a supervisor’s liking of employee is high, the positive relationship between employee working overtime and performance ratings received from the supervisor via perceived employee conscientiousness is not supported. Implications for theory, practice, and future research are also discussed.

中文翻译：

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努力工作还是努力工作？主管对员工的喜好如何影响对员工加班和绩效评级的解释

在这项研究中，我们研究了主管对员工加班的不同解释如何影响主管对员工绩效的评级。采用情感一致性偏见理论，我们提出，主管是否喜欢员工是员工加班是否被视为认真或使用示范策略获得良好形象的关键偶然因素。该评估随后将影响主管如何评价员工的工作绩效。通过多源时滞调查和情景实验，我们发现当上司对员工的好感度较低时，上司会将员工加班视为表现良好行为的一种策略，这会导致绩效评分降低为员工。然而，当主管对员工的好感度高时，不支持员工加班与主管通过感知员工尽责程度获得的绩效评级之间的正相关关系。还讨论了对理论、实践和未来研究的影响。