ABSTRACT Organizations invest heavily in supervision to increase the competitive advantage of their human capital. Although recent studies show that supervisors add value in general, it is not well understood what specific supervisory behaviors are relevant for employee career outcomes. To that end, this study explores the performance evaluation process and focuses on supervisors’ evaluation behavior. Interpreting a supervisor’s tendency to differentiate as a way of advancing employee development, I provide theory-consistent evidence revealing the relevance of differentiation for employee career outcomes. Using proprietary archival data, I demonstrate that differentiation relates positively to employees (1) performing more successfully in a new position upon promotion, (2) receiving a promotion to the next position, and (3) remaining in the organization. Therefore, this study presents novel and relevant evidence on the importance of specific supervisory behaviors in establishing effective human capital management practices.

中文翻译：

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主管对员工职业生涯的影响：评级差异化的作用


摘要组织在监督方面投入巨资，以提高其人力资本的竞争优势。尽管最近的研究表明，主管总体上会增加价值，但尚不清楚哪些具体的主管行为与员工的职业成果相关。为此，本研究探讨了绩效评估过程，并重点关注主管的评估行为。我将主管的差异化倾向解释为促进员工发展的一种方式，并提供了理论一致的证据，揭示了差异化与员工职业成果的相关性。我使用专有的档案数据证明，差异化与员工（1）在晋升后在新职位上表现更成功，（2）晋升到下一个职位以及（3）留在组织中呈正相关。因此，本研究提供了新颖且相关的证据，证明了特定监管行为在建立有效的人力资本管理实践中的重要性。