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Sorry, your blog cannot share posts by email. 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 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. Boys, don't cry : Gender and reactions to negative performance feedback.
N2 - 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. AB - 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.
Study results showed that men who cried during the performance reviews were seen by participants as more atypical than the women who cried. In addition, the study shows the men who cried during negative reviews were more likely to receive negatively biased outcomes on their performance evaluations, perceived leadership capabilities and written recommendations.
When a woman being reviewed cried, it did not have a significant impact on her perceived performance or leadership capability or her written recommendations.