This study identifies a unique bias faced by Black employees which makes it challenging for this group to manage their professional image. Integrating research on racial backlash, image management, and expectancy violation theory, we argue that self-promotion by Black employees will result in detrimental outcomes for this group compared to White, Hispanic, and Asian employees. Due to negative racial stereotypes related to their job competence, we hypothesize that self-promotion by Black employees will be viewed by their White managers as a violation of stereotypically appropriate behavior and will result in a backlash in the form of lower job-related outcomes. We propose that the process by which these effects occur is through manager assessments of their employees on agentic and communal traits. Our hypothesized model was tested with a stratified sample of manager-employee dyads of a large financial institution. Results indicated that self-promotion by Black employees was associated with lower job performance and person-organization fit ratings, as well as fewer idiosyncratic deals with their immediate managers compared to White, Hispanic, and Asian employees. Implications of the divergent consequences of self-promotion for Black employees relative to other racial groups are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

---

管理黑人员工印象的成本：期望违背理论的观点。

这项研究确定了黑人员工面临的独特偏见，这使得该群体难以管理其专业形象。结合对种族抵制、形象管理和期望违背理论的研究，我们认为，与白人、西班牙裔和亚裔员工相比，黑人员工的自我推销会给该群体带来不利结果。由于与他们的工作能力相关的负面种族刻板印象，我们假设黑人员工的自我推销将被他们的白人经理视为违反刻板印象的适当行为，并会以较低的工作相关结果的形式导致反弹。我们建议这些影响发生的过程是通过经理对其员工的代理和公共特征进行评估。我们的假设模型是用一家大型金融机构的经理-员工二人组的分层样本进行测试的。结果表明，与白人、西班牙裔和亚裔员工相比，黑人员工的自我推销与较低的工作绩效和个人-组织匹配度评级相关，并且与直属经理的特殊交易较少。讨论了自我推销对黑人员工相对于其他种族群体的不同后果的影响。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。和亚裔员工。讨论了自我推销对黑人员工相对于其他种族群体的不同后果的影响。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。和亚裔员工。讨论了自我推销对黑人员工相对于其他种族群体的不同后果的影响。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。