Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?

Abstract

Stereotypes about different groups persist in organizations. Employees from such groups may experience stereotype threat, or the concern that they are being judged on the basis of demeaning stereotypes about groups to which they belong. The goal of this focal article is to discuss whether stereotype threat is a useful construct for organizational psychology research and practice. To this end, we focus on consequences other than acute performance deficits in laboratory settings. In particular, we examine studies that highlight the effects of stereotype threat on intrapersonal outcomes (e.g., job attitudes), interpersonal outcomes (e.g., negotiation), and on the relationship between employees and their organization. The research reviewed suggests that stereotype threat is a potentially important phenomenon in organizations, but it also highlights the paucity of research in an organizational context. We provide suggestions for future research directions as well as for the prevention and amelioration of stereotype threat in the workplace.

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

“…A large body of research has now demonstrated the performance impairing effects of stereotype threat in the laboratory (for a meta-analysis, see Nguyen and Ryan, 2008), but far less research has examined the attitudinal consequences of stereotype threat (Kalokerinos et al, 2014; Kulik et al, 2016). For example, when people experience stereotype threat they report lowered aspirations, view the stereotyped domain as less important to their self-concept, indicate less interest in participating in the stereotyped domain, and attempt to disassociate themselves from the stereotyped domain (Steele and Aronson, 1995; Davies et al, 2005; Murphy et al, 2007).…”

“…The work-family literature has not yet examined the role of stereotype threat in understanding the effects of organizational interventions on employee outcomes. Moreover, while research on stereotype threat in organizations is growing, few studies have examined outcomes other than job performance (Kalokerinos et al, 2014; Walton et al, 2015). …”

Stereotype Threat in Organizations: Implications for Equity and Performance

“…Further, the benefits of wise feedback were strongest among students who mistrusted the school more to begin with. part to a lack of understanding of the phenomenon: A recent issue of Industrial and Organizational Psychology: Perspectives on Science and Practice contained numerous commentaries focused on clarifying exactly what stereotype threat is and what the theory behind the phenomenon's effects actually proposes (e.g., Czukor & Bayazit 2014, Kalokerinos et al 2014, Voyles et al 2014. Our aim in this review has been to provide this clarity and to conduct a comprehensive analysis of how research on stereotype and social identity threat applies to the workplace.…”

Stereotype Threat in School and at Work

“…Stereotype threat does not only systematically disadvantage educational pursuits but is also experienced in organizational settings (Kalokerinos, von Hippel, & Zacher, 2014;Kray & Shirako, 2012). In the workplace, stereotype threat can lead to burnout and job disengagement (Holleran, Whitehead, Schmader, & Mehl, 2011).…”