Race and reactions to women’s expressions of anger at work: Examining the effects of the “angry Black woman” stereotype.
通过两项研究（共555人）发现，职场中黑人女性表达愤怒时，观察者更倾向于归因于其内在特质，进而导致更差的绩效评价和领导力评估，且刻板印象激活是这一效应的内在机制。
Across two studies (n = 555), we examine the detrimental effects of the "angry black woman" stereotype in the workplace. Drawing on parallel-constraint-satisfaction theory, we argue that observers will be particularly sensitive to expressions of anger by black women due to widely held stereotypes. In Study 1, we examine a three-way interaction among anger, race, and gender, and find that observers are more likely to make internal attributions for expressions of anger when an individual is a black woman, which then leads to worse performance evaluations and assessments of leadership capability. In Study 2, we focus solely on women and expand our initial model by examining stereotype activation as a mechanism linking the effects of anger and race on internal attributions. We replicated findings from Study 1 and found support for stereotype activation as an underlying mechanism. We believe our work contributes to research on race, gender, and leadership, and highlights an overlooked stereotype in the management literature. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).