Overweight employees are viewed as lazy, slow, inactive, and even incapable. Even if such attributes are false, this perspective can seriously undermine others’ evaluation of their work performance. The current study explores a broader phenomenon of weight bias that has an effect on weight change. In a longitudinal study with a time lag of six months, we surveyed 226 supervisor-employee dyads. We found supervisor perceptions of employee weight change notably altered their evaluation of the employee performance from Time 1, especially following low versus high Time-1 performance evaluation. Meanwhile, the moderating effects among different levels of supervisor anti-fat bias functioned as boundary conditions for such performance evaluation alteration. In particular, the interaction between the Time-1 performance evaluation and the impact of supervisor perception of employee weight change on the Time-2 performance evaluation was significant only if supervisors held a stronger anti-fat bias.

中文翻译：

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体重偏差 2.0：感知体重变化对绩效评估的影响和抗脂肪偏差的调节作用

超重员工被视为懒惰、缓慢、不活跃，甚至无能。即使这些属性是错误的，这种观点也会严重破坏他人对其工作绩效的评价。目前的研究探索了更广泛的体重偏差现象，它对体重变化有影响。在一项时滞为 6 个月的纵向研究中，我们调查了 226 名主管-员工组合。我们发现主管对员工体重变化的看法从时间 1 开始显着改变了他们对员工绩效的评估，尤其是在低与高的时间 1 绩效评估之后。同时，不同级别的主管反脂肪偏见之间的调节作用作为这种绩效评估变化的边界条件。特别是，