The goal of this research was to replicate findings related to followers’ negative evaluations of leaders expressing counter-stereotypical emotions (e.g., females displaying anger, males displaying sadness). Drawing on predictions of the Challenge versus Threat model, this research also extended those findings by examining whether follower positive and negative affects mediated the relationship between leaders’ counter-stereotypical emotional displays and followers’ leadership evaluations. In an online experiment, participants completed a reasoning task and received personalized performance feedback from a virtual manager represented by an avatar (male or female) displaying an emotion (neutral, angry, or sad). Participants reported task-related positive and negative affects and rated their manager (trust, perceived effectiveness, and leader-member exchange). We replicated previous studies showing that displaying counter-stereotypical emotions has a negative influence on leadership evaluations. We did not find support for the mediating role of followers’ affects in the relationship between counter-stereotypical emotional displays and leadership evaluations; although these affects influenced followers’ ratings of their manager. We discuss these findings using Backlash and Role Congruity Theory perspectives and present their theoretical and practical implications.

中文翻译：

---

反对反刻板印象的领导者情绪和追随者影响在领导者评估中的作用

这项研究的目的是复制与追随者对表达反刻板情绪的领导者的负面评价相关的发现（例如，女性表现出愤怒，男性表现出悲伤）。借鉴挑战与威胁模型的预测，本研究还通过检验追随者的正面和负面影响是否介导了领导者的反刻板印象情绪表现与追随者的领导评价之间的关系来扩展这些发现。在一项在线实验中，参与者完成了一项推理任务，并从虚拟经理那里收到个性化的绩效反馈，该虚拟经理由一个显示情绪（中性、愤怒或悲伤）的化身（男性或女性）代表。参与者报告了与任务相关的正面和负面影响，并对他们的经理（信任、感知效率、和领导成员交换）。我们重复了之前的研究，表明表现出反刻板印象的情绪会对领导力评估产生负面影响。我们没有发现追随者的情感在反刻板印象的情绪表现和领导力评价之间的关系中的中介作用的支持；尽管这些影响影响了追随者对其经理的评级。我们使用反冲和角色一致性理论的观点讨论这些发现，并介绍它们的理论和实践意义。尽管这些影响影响了追随者对其经理的评级。我们使用反冲和角色一致性理论的观点讨论这些发现，并介绍它们的理论和实践意义。尽管这些影响影响了追随者对其经理的评级。我们使用反冲和角色一致性理论的观点讨论这些发现，并介绍它们的理论和实践意义。