Occupational Stereotyping of Asian Americans

Abstract

This study investigated the presence of occupational stereotypes in the ratings by 194 White college students of 16 occupations identified in the literature as representative of Asian‐White group differences. Three dimensions of stereotypes were measured (probability of success, qualifications for training, and acceptance by others). Questionnaires were varied by race (Oriental versus White) and gender (male versus female). Significant race and gender differences were noted on two dimensions (qualifications for training and probability of success). Both positive and negative stereotypes were found across race and gender groupings. Asians were rated as less likely to succeed as insurance salespersons but more likely to succeed as engineers, computer scientists, and mathematicians. Women were viewed as less qualified to seek training as engineers, police officers, and economists but more qualified to seek training as secretaries.

Parental pressure and support toward Asian Americans’ self-efficacy, outcome expectations, and interests in stereotypical occupations: Living up to parental expectations and internalized stereotyping as mediators.

“…In the past, researchers postulated that occupational stereotypes about AAs (i.e., AAs are more competent in physical or medical sciences and less competent in verbal ptarsuits or social sciences) may serve as external and internal barriers to explore nonstereotypical occupations, such that those who intemahze these stereotypes may develop low self-efficacy in nonstereotypical occupations and thereby limit their choices in occupations (Leong & Hayes, 1990;Tang et al, 1999). Despite the relevance of IS to occupational outcomes, research has been limited due to a lack of measures that assess this construct.…”

Career Development of Asian American Female Visual Artists

“…These assumptions were often discussed as prevalent in both the employment opportunities and criticisms regarding their art work, and can be interpreted as a form of microaggression against the Asian American female visual artist in the art work world. Leong & Hayes (1990) argued that internationalization of these stereotyped messages can also act as an internal barrier for Asian Americans in their vocational exploration. However, participants may be able to cope with these systemic barriers through being an advocate and dispelling these negative messages.…”

Worklife Across the Lifespan

“…For example, Asian Americans, compared to Caucasians, were not selected by classmates to be team managers in mini-assessment centers set up in organizational behavior classes (Cheng, 1996). Occupational stereotyping was demonstrated by Leong and Hayes (1990), who showed respondents thought Asian Americans were more likely to be successful as computer scientists, engineers, and mathematicians and less likely to be successful as insurance sales people. Occupational discrimination has also been documented against Asian American scientists and engineers within U.S. universities (National Science Foundation, 2004) and against women physicians (Corbie-Smith, Frank, Nickens, & Elon, 1999).…”