The dynamics of warmth and competence judgments, and their outcomes in organizations

Cuddy, Amy J. C.; Glick, Peter; Beninger, Anna

doi:10.1016/j.riob.2011.10.004

Cited by 483 publications

(606 citation statements)

References 158 publications

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“…Factor analysis indicated that three factors satisfactorily fit the data (SI Appendix, Table S9). In line with prior research indicating that appearing competent is a key driver of hiring decisions (17), performance ratings loaded onto the same factor as the competence items, and two additional factors emerged for dominance and warmth. Subsequent analyses focused on interview performance (consisting of items that assess competence and performance), dominance, and warmth; models included sex as a covariate to account for potential sex differences in status-relevant behaviors (30).…”

Section: Resultssupporting

confidence: 79%

“…Previous research has shown that priming high rank improves performance in social-evaluative situations such as mock job interviews, which leads to better outcomes (e.g., being hired for the job) (15,16). These positive social evaluations are influenced by status-relevant behaviors such as competence, dominance, and warmth (17,18). Again, however, the causal effect of status on performance in social-evaluative settings has only been tested in stable hierarchies.…”

Section: Significancementioning

confidence: 99%

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Hierarchy stability moderates the effect of status on stress and performance in humans

Knight

Mehta

2016

Proc. Natl. Acad. Sci. U.S.A.

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High social status reduces stress responses in numerous species, but the stress-buffering effect of status may dissipate or even reverse during times of hierarchical instability. In an experimental test of this hypothesis, 118 participants (57.3% female) were randomly assigned to a high-or low-status position in a stable or unstable hierarchy and were then exposed to a social-evaluative stressor (a mock job interview). High status in a stable hierarchy buffered stress responses and improved interview performance, but high status in an unstable hierarchy boosted stress responses and did not lead to better performance. This general pattern of effects was observed across endocrine (cortisol and testosterone), psychological (feeling in control), and behavioral (competence, dominance, and warmth) responses to the stressor. The joint influence of status and hierarchy stability on interview performance was explained by feelings of control and testosterone reactivity. Greater feelings of control predicted enhanced interview performance, whereas increased testosterone reactivity predicted worse performance. These results provide direct causal evidence that high status confers adaptive benefits for stress reduction and performance only when the social hierarchy is stable. When the hierarchy is unstable, high status actually exacerbates stress responses.status | stress | performance | testosterone | cortisol

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Section: Resultssupporting

confidence: 79%

Section: Significancementioning

confidence: 99%

Hierarchy stability moderates the effect of status on stress and performance in humans

Knight

Mehta

2016

Proc. Natl. Acad. Sci. U.S.A.

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“…For this reason social media accounts are carefully curated in order to highlight expertise (Treem and Leonardi 2012) and to enhance likeability (Forest and Wood 2012;Hollenbaugh and Ferris 2014). Allowing professional contacts to access social media posts is a form of self-disclosure, which can both promote and damage professional relationships (Chen and Sharma 2013;Cuddy et al 2011;Dutta 2010). Many social media studies adopt the Bideology of openness^, which suggests that effective communication relies upon the maximum possible degree of transparency (Eisenberg and Witten 1987).…”

Section: Professional Self-presentations On Social Mediamentioning

confidence: 99%

The Perils and Promises of Self-Disclosure on Social Media

2017

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In addition to their professional social media accounts, individuals are increasingly using their personal profiles and casual posts to communicate their identities to work colleagues. They do this in order to 'stand out from the crowd' and to signal attributes that are difficult to showcase explicitly in a work setting. Existing studies have tended to treat personal posts viewed in a professional context as a problem, since they can threaten impression management efforts. These accounts focus on the attempts of individuals to separate their life domains on social media. In contrast, we present the narratives of professional IT workers in India who intentionally disrupt the boundaries between personal and professional profiles in order to get noticed by their employers. Drawing on the dramaturgical vocabulary of Goffman (1959) we shed light on how individuals cope with increased levels of self-disclosure on social media. We argue that their self-presentations can be likened to post-modern performances in which the traditional boundaries between actor and audience are intentionally unsettled. These casual posts communicate additional personal traits that are not otherwise included in professional presentations. Since there are no strict boundaries between formal front-stage and relaxed back-stage regions in these types of performance, a liminal mental state is often used, which enables a better assessment of the type of information to present on social media.

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“…However, Cuddy, Glick, and Beninger (2011) argue that judgments of competence are likely prioritized over warmth in organizational contexts because the primary goal of most organizations is to recruit, select, and maintain a highly competent workforce. Thus, in organizational contexts, perceptions of competence, and not warmth, should more strongly dictate behavioral responses toward outgroups.…”

Section: Linking the Scm To Discriminatory Behavior Toward Individualmentioning

confidence: 99%

Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

Martinez¹,

White²,

Shapiro³

et al. 2016

Journal of Applied Psychology

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Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilot study, we surveyed 196 individuals with a history of cancer (across 2 samples) about their workplace disclosure habits. In Study 1, we explored stereotypes related to employees with a history of cancer using the framework outlined by the stereotype content model. In Study 2, we used a field study to assess the experiences of job applicants who indicated they were "cancer survivors" (vs. not) with both formal and interpersonal forms of discrimination. This research shows that cancer is disclosed at relatively high rates (pilot study), those with a history of cancer are stereotyped as being higher in warmth than competence (Study 1), and the stereotypes associated with those who have had cancer result in actual discrimination toward them (Study 2). We discuss the theory behind these findings and aim to inform both science and practice with respect to this growing workplace population.

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The dynamics of warmth and competence judgments, and their outcomes in organizations

Cited by 483 publications

References 158 publications

Hierarchy stability moderates the effect of status on stress and performance in humans

Hierarchy stability moderates the effect of status on stress and performance in humans

The Perils and Promises of Self-Disclosure on Social Media

Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

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