Race and reactions to women's expressions of anger at work: Examining the effects of the "angry Black woman" stereotype.

Across two studies (n = 555), we examine the detrimental effects of the "angry black woman" stereotype in the workplace. Drawing on parallel-constraint-satisfaction theory, we argue that observers will be particularly sensitive to expressions of anger by black women due to widely held stereotypes. In Study 1, we examine a three-way interaction among anger, race, and gender, and find that observers are more likely to make internal attributions for expressions of anger when an individual is a black woman, which then leads to worse performance evaluations and assessments of leadership capability. In Study 2, we focus solely on women and expand our initial model by examining stereotype activation as a mechanism linking the effects of anger and race on internal attributions. We replicated findings from Study 1 and found support for stereotype activation as an underlying mechanism. We believe our work contributes to research on race, gender, and leadership, and highlights an overlooked stereotype in the management literature. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Incivility and creativity in teams: Examining the role of perpetrator gender.

We conduct 3 experiments to examine how the effects of incivility on team creativity through team positive affect differ depending on the gender of the incivil team member. We argue that the incivil behavior of 1 team member decreases team positive affect, thereby decreasing team creativity. We then propose that the gender of the incivil team member plays a significant role in team member reactions. We draw on role congruity theory, which posits that individuals respond positively toward those whom they perceive as adhering to societal norms, and negatively to those who do not. Accordingly, we found that team positive affect decreased significantly when a woman behaved incivilly compared with when a man behaved incivilly due to the agentic and aggressive nature of the behavior. Lower team positive affect then decreased team creativity. Interestingly, team positive affect was not affected when a man behaved incivilly. We consider the implications of our work across several different literatures and discuss interesting directions for future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Boys, don't cry: Gender and reactions to negative performance feedback.

Our experiment is aimed at understanding how employee reactions to negative feedback are received by the feedback provider and how employee gender may play a role in the process. We focus specifically on the act of crying and, based on role congruity theory, argue that a male employee crying in response to negative performance feedback will be seen as atypical behavior by the feedback provider, which will bias evaluations of the employee on a number of different outcome variables, including performance evaluations, assessments of leadership capability, and written recommendations. That is, we expect an interactive effect between gender and crying on our outcomes, an effect that will be mediated by perceived typicality. We find support for our moderated mediation model in a sample of 169 adults, indicating that men who cry in response to negative performance feedback will experience biased evaluations from the feedback provider. Theoretical and practical implications are discussed. (PsycINFO Database Record

The relationship between attention allocation and cheating.

Little is known about the relationship between attention allocation and dishonesty. The goal of the present work was to address this issue using the eyetracking methodology. We developed a novel task in which participants could honestly report seeing a particular card and lose money, or they could falsely report not seeing the card and not lose money. When participants cheated, they allocated less attention (i.e., shorter fixation durations and fewer fixations) to the card than when they behaved honestly. Our results suggest that when dishonesty pays, shifting attention away from undesirable information can serve as a self-deception strategy that allows individuals to serve their self-interests while maintaining a positive self-concept.