Purpose
Researches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.
Design/methodology/approach
Two separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).
Findings
This study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.
Originality/value
This article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.
