Drawing upon signaling theory, charismatic leadership tactics (CLTs) have been identified as a trainable set of skills. Although organizations rely on technology-mediated communication, the effects of CLTs have not been examined in a virtual context. Preregistered experiments were conducted in face-to-face (Study 1; n = 121) and virtual settings (Study 2; n = 128) in the United States. In Study 3, we conducted virtual replications in Austria (n = 134), France (n = 137), India (n = 128), and Mexico (n = 124). Combined with past experiments, the meta-analytic effect of CLTs on performance (Cohen’s d = 0.52 in-person, k = 4; Cohen’s d = 0.21 overall, k = 10) and engagement in an extra-role task (Cohen’s d = 0.19 overall; k = 6) indicate large to moderate effects. Yet, for performance in a virtual context Cohen’s d ranged from −0.25 to 0.17 (Cohen’s d = 0.01 overall; k = 6). Study 4 (n = 129) provided mixed support for signaling theory in a virtual context, linking CLTs to some positive evaluations. We conclude with guidance for future research on charismatic leadership and signaling theory.

根据信号理论，魅力型领导策略 (CLT) 已被确定为一组可训练的技能。尽管组织依赖于以技术为媒介的沟通，但尚未在虚拟环境中检查 CLT 的影响。预先注册的实验在美国以面对面（研究 1；n  = 121）和虚拟环境（研究 2；n  = 128）进行。在研究 3 中，我们在奥地利 ( n  = 134)、法国 ( n  = 137)、印度 ( n  = 128) 和墨西哥 ( n  = 124) 进行了虚拟复制。结合过去的实验，CLT 对绩效的元分析影响（Cohen's d  = 0.52 in-person, k  = 4; Cohen'sd  = 0.21 总体，k  = 10）和参与额外角色任务（Cohen 的d  = 0.19 总体；k  = 6）表明影响大到中等。然而，对于虚拟环境中的性能，Cohen 的d范围为 -0.25 到 0.17（Cohen 的d  = 0.01；k  = 6）。研究 4 ( n  = 129) 为虚拟环境中的信号理论提供了混合支持，将 CLT 与一些积极评价联系起来。最后，我们为未来关于魅力型领导和信号理论的研究提供了指导。