Leadership in administration does not operate in a vacuum. Every decision comes with consequences for those tasked to make them, and foreseen career consequences, which often materialize during performance evaluations, may support or constrain administrators’ leadership. This article explores how and why administrators factor in foreseen evaluation career outcomes when making leadership decisions, drawing from the qualitative investigation of 14 Canadian university decanal reappointments. The study asked 13 reappointed and one non-reappointed deans how they experienced and made sense of their reappointments. The study found that performance evaluations allow organizational agents to bypass normal role negotiation and that foreseen career consequences associated with evaluations play a role in leadership decisions. The effect of performance evaluations is contingent on personal, role, and evaluation characteristics. In the case of decanal reappointments, the short-term effect on individual leadership was modest. However, by limiting deans’ effective in-role time, reappointments had an important long-term constraining effect on their consecutive and collective leadership.

行政领导不是在真空中运作的。每个决定都会对那些负责做出决定的人产生影响，而可预见的职业影响（通常在绩效评估期间实现）可能会支持或限制管理者的领导力。本文根据对 14 所加拿大大学十届任期重新任命的定性调查，探讨了管理者在做出领导决策时如何以及为何考虑预见的职业评估结果。该研究询问了 13 名连任院长和 1 名未连任院长，他们对连任的经历和理解如何。研究发现，绩效评估允许组织代理人绕过正常的角色谈判，并且与评估相关的可预见的职业后果在领导决策中发挥着作用。绩效评估的效果取决于个人、角色和评估特征。就十级重新任命而言，对个人领导力的短期影响不大。然而，连任限制了院长的有效任职时间，对其连续领导和集体领导产生了重要的长期制约作用。