Overview not considered acceptable or at least atypical.

OverviewIn this study, the employee’s response to a negative evaluation isanalyzed. The fact of receiving feedback often puts the employee in front ofdisparate psychological mechanisms, contrasting emotions that are difficult topredict ex-ante.

In particular, thetopic of work focuses on the analysis of reactions for negative feedback,especially from male employees.Often, in response to negative feedback, the employee can have a cryingreaction. Crying is often an underestimated response, especially in theworkplace. The paper wants to understand the mechanism underlying the feedbackfrom the evaluator to the employee, the reaction of the employee (especially ifit is explored with crying) and the behavioral process of the evaluator afterhaving seen the reaction of the employee affected by feedback.

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Everything isbrought on an exponential level if the crying employee is a man. What derivesfrom the behavior of a worker in response to feedback can lead the evaluator tomodify the employee’s perception. Moreover, in response to feedback, what for aworking-woman is defined as “socially acceptable”, often for a man is not (andvice versa).

An example of all is the fact of crying. For a woman it is evenadvisable to cry to let off steam because of negative feedback; for a man,already at a childish age, crying is not considered acceptable or at leastatypical.Specifically, the evaluator, faced with the employee’s crying inresponse to feedback, will also modify the employee’s assessment processesregarding leadership skills.  Theoretical perspectiveAll the theoretical structure of the study is based on role congruity theory:in general, the common sense wants that the role between man and woman polesapart. Society, like the working environment, which is contaminated by the gameof roles, in which the “socially adaptable” is evaluated to the extent that aperson plays his part.This therefore entails a degree of prejudice towards the behavior of theother person, which is expressed in true discrimination when atypical behavioroccurs. According to the theoretical perspective of the study, atypicalbehaviors or in line with the role played by the other sex (gentle man / womanleader) are always penalizing.

For all this, the reaction of a man who criesthen violates the fundamental pillars of the role congruity theory. Crying menare considered abnormal because they differ significantly from typical patternsof behavior.When an employee receives negative performance feedback, the indirecteffect of the employee crying on performance evaluation, leadership abilityassessments and the tone of the recommendation letter through perceivedtypicality is moderated by the gender of the employees in such a way that theindirect effect is significant only when the male employee is crying. Quality of supporting evidenceThe study is different from previous studies, even the guidelines thatruns through the work address the prejudice, in response to an atypicalbehavior, in specific cases, against men in the workplace; which in previousstudies was only dealt with on the woman’s side.

The discriminatory behavior of this study is dealt with in many areasand contexts, highlighting how socially atypical and unacceptable behavior fora gender is a cause of prejudice, bullying, and loneliness. The negativeeffects are particularly strong when a gender acts in line with theexpectations of the role of the other sex.