Stereotype threat and feedback seeking in the workplace

Roberson, Loriann; Deitch, Elizabeth A.; Brief, Arthur P.; Block, Caryn J.

doi:10.1016/s0001-8791(02)00056-8

Cited by 131 publications

(106 citation statements)

References 36 publications

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“…The effects of such narratives has been illustrated in psychological research on the influence of stereotypes on the employment experiences of Blacks, including hiring and promotions (Stewart & Perlow, 2001), microaggression (Sue et al, 2008), and job performance (Roberson, Deitch, Brief & Block, 2003). It is noteworthy that the types of racial characterizations identified (the scary black person, the underachiever, and the minstrel), are consistent with longstanding historical representations of black peoples within the Western culture.…”

Section: Discussionmentioning

confidence: 87%

Dominant Cultural Narratives, Racism, and Resistance in the Workplace: A Study of the Experiences of Young Black Canadians

Hasford

2016

American J of Comm Psychol

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Although many studies have examined lived experiences of racism and resistance in various contexts, relatively little research has examined such experiences among Black youth within the workplace-particularly in the Canadian context. In this study I use qualitative analyses of narrative interviews with 24 Black Canadian youth and young adults (aged 16-35) to examine the impact of dominant cultural narratives on lived experiences of workplace racism and resistance. Findings are presented using theatrical games as a central conceptual metaphor, suggesting that: (a) dominant cultural narratives have a major impact on relational dynamics of oppression in the workplace; (b) identity performance is a critical strategy for negotiating dominant cultural narratives in the workplace; and (c) panopticism (the internalized gaze) is a significant aspect of internalized oppression. Implications for future research and action are discussed.

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Section: Discussionmentioning

confidence: 87%

Dominant Cultural Narratives, Racism, and Resistance in the Workplace: A Study of the Experiences of Young Black Canadians

Hasford

2016

American J of Comm Psychol

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“…Members of diverse teams who are facing a negative stereotype thus are likely to perform worse and confirm the stereotype. This is particularly likely for solo (Sekaquaptewa & Thompson, 2003;Thompson & Sekaquaptewa, 2002) or token (Kanter, 1977;Roberson, Deitch, Brief, & Block, 2003) members in a team, given that 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 being a small minority makes the disparate characteristic stand out and, hence, increases stereotype salience. Sekaquaptewa and Thompson (2003), for example, found that solo women in a gender-diverse team performed worse than nonsolo women on a math task.…”

Section: Stereotype Threatmentioning

confidence: 99%

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

Dijk

Meyer

Engen

et al. 2017

ANNALS

114

142

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Research on the consequences of diversity in teams continues to produce inconsistent results.We review the recent developments in diversity research and identify two shortcomings. First, an understanding of the microdynamics affecting processes and outcomes in diverse teams is lacking. Second, diversity research has tended to treat different social categories as equivalent and thus not considered how members' experiences may be affected by their social category membership. We address these shortcomings by reviewing research on stereotypes, which indicates that stereotypes initiate reinforcing microdynamics among (a) attributions of a target team member's warmth and competence, (b) perceiving members' behavior towards the target team member, and (c) the target team member's behavior. Our review suggests that perceivers' impression formation motivation is the key determinant of the extent to which perceivers continue to treat a target based on categorization. Based on our review, we provide an integrative perspective and corresponding model that outlines these microdynamics of diversity and stereotyping in teams and indicates how stereotyping can benefit as well as harm team functioning. We discuss how this integrative perspective on the microdynamics of diversity and stereotyping in teams relates to the social categorization and the information/decision-making perspective, set a research agenda, and discuss the managerial implications. KeywordsDiversity; Teams; Stereotypes; Microdynamics; Performance 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 2 Page 2 of 101 Academy of Management Annals Microdynamics in Diverse Teams: A Review and Integration of the Diversity and Stereotyping LiteraturesGlobalization, demographic changes, and the increased use of teams in contemporary organizations have created a surge in research on the consequences of different team members working together . The many recent meta-analyses on the consequences of team diversity signify the considerable amount of attention that has gone to this field of study (e.g., Bell, 2007; Bell, Villado, Lukasik, Belau, & Briggs, 2011;Horwitz & Horwitz, 2007;Joshi & Roh, 2009;van Dijk, van Engen, & van Knippenberg, 2012). For the past two decades, diversity research has mainly relied on a dual theoretical approach where the social categorization and the information/decision-making perspectives inform answers to the questions why and how diversity affects team performance (Milliken & Martins, 1996; van Knippenberg, De Dreu, & Homan, 2004;Williams & O'reilly, 1998). There is much that we have learned from these perspectives, but despite the fact that theories have been advanced and research models have become more sophisticated, so far the main conclusion that has been drawn is that research on the relationship between team diversity and team performance is inconclus...

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“…As embedded complex mental representations, stereotypes influence the way individuals classify information about others different from themselves. Additionally, these representations are often referenced in automatic evaluations process (Fiske & Pavelchak, 1986;Roberson et al, 2003).…”

Section: Stereotypes In Intergroup Relationsmentioning

confidence: 99%

An Examination of Interracial Contact:The Influence of Cross-Race Interpersonal Efficacy and Affect Regulation

Combs

Griffith

2007

Human Resource Development Review

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The ability of employees to interact cooperatively and collaboratively is the fulcrum of competitive advantage for organizations operating in pluralistic environments. Contact theory suggests several conditions under which effective interpersonal relationships across racial, ethnic, and cultural groups may occur. Research examining the contact hypothesis has been mixed. The explanation of this inconsistency in the research generally centers on procedural rather than cognitive aspects of the interactions. This article discusses the contact hypothesis with respect to social cognitive functioning of interaction participants. We propose that positive outcomes from application of the contact hypothesis may be influenced by the individual employees' level of cross-race interpersonal efficacy and affect regulation. An investigation of the influence of cross-race interpersonal efficacy and affect regulation may lead to a more developed theoretical understanding of the variance currently associated with the application of the contact hypothesis.

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Stereotype threat and feedback seeking in the workplace

Cited by 131 publications

References 36 publications

Dominant Cultural Narratives, Racism, and Resistance in the Workplace: A Study of the Experiences of Young Black Canadians

Dominant Cultural Narratives, Racism, and Resistance in the Workplace: A Study of the Experiences of Young Black Canadians

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

An Examination of Interracial Contact:The Influence of Cross-Race Interpersonal Efficacy and Affect Regulation

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