隨著台灣社會對於性別平權的提倡與重視，有越來越多的女性投入職場，然而在高階領導階層的男女比例還是有明顯的差距。本研究希望以實驗法深入探討領導者在組織當中展現特定管理行為效果的性別差異，即男、女性領導者展現後效懲罰行為對部屬的影響。由於後效懲罰行為時常會伴隨生氣情緒展現，又後效懲罰與生氣情緒皆屬違反女性刻板印象行為，預期相較於男性領導者，女性領導者展現此管理行為時會受到部屬比較低的評價和工作表現。研究一透過閱讀後效懲罰短文情境並操弄領導者的性別，僅在部屬對女性領導者評價上發現些微符合預期的證據。研究二改採實際模擬互動情境，操弄領導者性別、給予的回饋並及情緒圖片，結果發現女性領導者展現後效懲罰行為時，確實較男性領導者有較低的評價及工作表現，且利用路徑分析發現內在歸因及部分正向意圖歸因的中介效果。綜合兩個研究可以凸顯女性領導者執行特定重要管理行為時所面臨的困境，並期許兩性在職場上能有更平等的發展機會。 / Despite women’s increasing worforce participation, the gender gap in organizations has not changed appreciably nowadays. Women are still underrepredented in leadership positions in Taiwan. This research reveals a delimma female leaders may face when exhibiting Contignet Punishment Behavior, which is not only an important but a counterstereotypical management behavior. Since Contignet Punishment Behavior is always accompany with anger expression, we conducted two experiments to examine whether people are biased against female leaders when they exhibited it. Although study 1 showed only a small tendency that female leader is less evaluated than male leader, we found participants did give less evaluation and work less when they received contingent punishment from female leader than male leader, and the mediating role of internal and positive intentional attribution also found in study 2. Overall, we reveal penalties for women when they display important menagment behavior which is perceived violating gender－stereotypic prescriptions. Implication and practical applications are discussed.