Evidence for the social role theory of stereotype content: Observations of groups’ roles shape stereotypes.

Abstract

In applying social role theory to account for the content of a wide range of stereotypes, this research tests the proposition that observations of groups' roles determine stereotype content (Eagly & Wood, 2012). In a novel test of how stereotypes can develop from observations, preliminary research collected participants' beliefs about the occupational roles (e.g., lawyer, teacher, fast food worker, chief executive officer, store clerk, manager) in which members of social groups (e.g., Black women, Hispanics, White men, the rich, senior citizens, high school dropouts) are overrepresented relative to their numbers in the general population. These beliefs about groups' typical occupational roles proved to be generally accurate when evaluated in relation to data from the Bureau of Labor Statistics. Then, correlational studies predicted participants' stereotypes of social groups from the attributes ascribed to group members' typical occupational roles (Studies 1a, 1b, and 1c), the behaviors associated with those roles (Study 2), and the occupational interest profile of the roles (Study 3). As predicted by social role theory, beliefs about the attributes of groups' typical roles were strongly related to group stereotypes on both communion and agency/competence. In addition, an experimental study (Study 4) demonstrated that when social groups were described with changes to their typical social roles in the future, their projected stereotypes were more influenced by these future roles than by their current group stereotypes, thus supporting social role theory's predictions about stereotype change. Discussion considers the implications of these findings for stereotype change and the relation of social role theory to other theories of stereotype content.

Microdynamics in Diverse Teams: A Review and Integration of the Diversity and Stereotyping Literatures

“…Working mothers, for example, are perceived as less competent than women without children, whereas women without children are perceived as less warm than working mothers (Cuddy, Fiske, & Glick, 2004;Kervyn, Yzerbyt, Judd, & Nunes, 2009). Not all studies show this trade-off between warmth and competence (e.g., Koenig & Eagly, 2014) which suggests the presence of moderators in determining whether warmth and competence negatively affect each other. However, a substantial number of studies have found evidence for such a trade-off (Kervyn, Yzerbyt, & Judd, 2010), suggesting that ambivalent stereotypes at work pose substantial threats to many groups because being evaluated as high on one dimension can negatively affect evaluations on the other dimension.…”

“…Leach, Ellemers, & Barreto, 2007). More recently, Koenig and Eagly (2014) argued and found that competence consists of two separate constructs with distinct effects, namely competence (e.g., intelligence, skill) and agency (e.g., assertiveness, dominance) (see also Carrier, Louvet, Chauvin, & Rohmer, 2014). Although we support critical examinations of the two-dimensional structure of the SCM, these are rather recent developments that have not been subject to extensive scrutiny.…”

What is a True Gamer? The Male Gamer Stereotype and the Marginalization of Women in Video Game Culture

“…Another perspective on stereotypes is offered by social role theory (Eagly & Steffen, 1984;Koenig & Eagly, 2014). This theory suggests that the distribution of members of different groups into social roles shapes stereotype content.…”

“…For example, women are over-represented in caregiving, communal professions, which results in them being viewed as nurturing and warm. Evidence for this theory exists with respect to a wide range of groups (e.g., Black men and women, gay men, the poor, and senior citizens) and social roles (e.g., secretaries, hair stylists, food service, and store clerks), and the authors explicitly suggest its applicability to leisure and recreational roles as well (Koenig & Eagly, 2014).…”

Estereotipos de género, maternidad y empleo: un análisis psicosociológico

“…Rasgos como egoístas, fuertes o insensibles aún se asignan con más frecuencia a los hombres, mientras que adjetivos como dulce, emocional o comprensiva se perciben como más típicos de las mujeres (2014). La diferenciación psicológica entre hombres y mujeres, así como la atribución a estas de este tipo de rasgos favorables relacionados con la afectividad y la empatía, se utiliza a veces para legitimar la división de roles dentro del hogar y las diferencias de posición en el mercado de trabajo (Cundiff y Vescio, 2016;Hoffman y Hurst, 1990;Jackman, 1994;Jost y Banaji, 1994;Jost y Kay, 2005;Koening y Eagly, 2014).…”