When Interviewers Desire to Confirm Negative Expectations: Self-Fulfilling Prophecies and Inflated Applicant Self-Perceptions

Judice, T. Nicole; Neuberg, Steven L.

doi:10.1207/s15324834basp2003_1

Cited by 14 publications

(1 citation statement)

References 36 publications

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“…We therefore explored whether violating these descriptive dimensions of racial stereotypes predicted racial harassment as well, given that recent research has shown that violating descriptive racial stereotypes (i.e., Asian men who know about beer; Black men with “White” fashion and hobbies) triggers backlash (Phelan & Rudman, 2010). Even if it is considered typical but not desirable for East Asians to be cold and competent, observers may dislike having their expectations (e.g., Judice & Neuberg, 1998), if not their desires, violated. This would suggest that merely blurring descriptive group boundaries, or posing a distinctiveness threat (Branscombe, Ellemers, Spears & Doosje, 1999), is enough to trigger treatment discrimination.…”

Section: Discussionmentioning

confidence: 99%

Prescriptive stereotypes and workplace consequences for East Asians in North America.

Berdahl

Min

2012

Cultural Diversity & Ethnic Minority Psychology

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We pursue the idea that racial stereotypes are not only descriptive, reflecting beliefs about how racial groups actually differ, but are prescriptive as well, reflecting beliefs about how racial groups should differ. Drawing on an analysis of the historic and current status of East Asians in North America, we study descriptive and prescriptive stereotypes of East Asians along the dimensions of competence, warmth, and dominance and examine workplace consequences of violating these stereotypes. Study 1 shows that East Asians are descriptively stereotyped as more competent, less warm, and less dominant than Whites. Study 2 shows that only the descriptive stereotype of East Asians as less dominant than Whites is also a prescriptive stereotype. Study 3 reveals that people dislike a dominant East Asian coworker compared to a nondominant East Asian or a dominant or a nondominant White coworker. Study 4 shows that East Asians who are dominant or warm are racially harassed at work more than nondominant East Asians and than dominant and nondominant employees of other racial identities. Implications for research and theory are discussed.

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Section: Discussionmentioning

confidence: 99%