A Tale of Two Theories: Stereotype Threat and Metastereotypes

Voyles, Elora C.; Finkelstein, Lisa M.; King, Eden B.

doi:10.1111/iops.12171

Cited by 26 publications

(28 citation statements)

References 7 publications

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“…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.…”

Section: Training Employeesmentioning

confidence: 99%

Stereotype Threat in Organizations: Implications for Equity and Performance

Walton

Murphy

Ryan

2015

Annu. Rev. Organ. Psychol. Organ. Behav.

110

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Over the past 20 years, a large body of laboratory and field research has shown that, when people perform in settings in which their group is negatively stereotyped, they may experience a phenomenon called stereotype threat that can undermine motivation and trust and cause underperformance. This review describes that research and places it into an organizational context. First, we describe the processes by which stereotype threat can impair outcomes among people in the workplace. Next, we delineate the situational cues in organizational settings that can exacerbate stereotype threat, and explain how and why these cues affect stereotyped individuals. Finally, we discuss relatively simple empirically based strategies that organizations can implement to reduce stereotype threat and create conditions in which employees and applicants from all groups can succeed.13.1

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Section: Training Employeesmentioning

confidence: 99%

Stereotype Threat in Organizations: Implications for Equity and Performance

Walton

Murphy

Ryan

2015

Annu. Rev. Organ. Psychol. Organ. Behav.

110

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“…But, for different reasons, organizations do not always instill workers with a sense of belonging and satisfaction. For instance, underrepresentation (Kray and Shirako, 2011;Sekaquaptewa and Thompson, 2003;Steele et al, 2002;von Hippel et al, 2011) and negative age-based metastereotypes (Voyles et al, 2014) have been suggested as identity threat antecedents. The similarity-attraction paradigm provides a valuable explanation for the threat prompted by underrepresentation.…”

Section: Jmp 323mentioning

confidence: 99%

“…These beliefs are even more important in the context of an aging workforce since the quality of the relationships with colleagues is among the most significant drivers of older workers' job satisfaction (Drabe et al, 2015). Metastereotypes are beliefs regarding stereotypes other social groups hold about one's ingroup and they should be present to initiate the stereotype threat process (Finkelstein et al, 2013(Finkelstein et al, , 2015Voyles et al, 2014). Unlike stereotype threat, metastereotypes do not necessarily involve worry or fear of being stigmatized and thus research would benefit from a separated, yet articulated, framing of these processes.…”

Section: Older Workers' Representationmentioning

confidence: 99%

“…In addition, tensions between younger and older workers are likely to be intensified by negative age-based metastereotypes, best described as negative beliefs about what other age groups think of one's group (Finkelstein et al, 2013(Finkelstein et al, , 2015. According to Voyles et al (2014), age-based metastereotypes should be viewed as first-order triggers of the stereotype threat process. Thus, besides being an antecedent of stereotype threat at work, underrepresentation may also influence the age-based metastereotyping process since the age distribution of the organizational members makes age a more striking social category.…”

Section: Introductionmentioning

confidence: 99%

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Older workers’ representation and age-based stereotype threats in the workplace

Oliveira

Cabral‐Cardoso

2017

JMP

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Purpose-The purpose of this paper is to examine the extent to which negative age-based metastereotypes mediate the relationship between the representation of older workers and two forms of stereotype threat in the workplace: own-reputation and group-reputation. Adopting a social identity perspective, this paper also explores whether age diversity beliefs moderate the relationship between negative age-based metastereotypes and stereotype threats. Design/methodology/approach-A cross-sectional design was adopted with bootstrapped mediation and moderation analyses. The data were collected from 567 older workers working in 15 manufacturing companies. Findings-The analyses provide support for partial mediation and for a moderation effect of age diversity beliefs in the relationship between negative age-based metastereotypes and own-reputation threat. The results hold while controlling for age, objective organizational age diversity, and organizational tenure. Research limitations/implications-The limitations of this study include its cross-sectional nature and the need for further work regarding older workers' metastereotypes about middle-aged workers. Practical implications-For stereotype threat interventions to be effective they must identify beforehand the target and the source of the threat. Moreover, interventions should aim for the development of a sense of identity on the organization as it may pave the way for members of different age groups to build bonds and for intergenerational boundaries to be blurred. Originality/value-This paper contributes to the literature by showing the importance of negative age-based metastereotypes in workplace age dynamics. It also provides further support for a multi-threat approach to the experience of age-based stereotype threats in the workplace.

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“…Two additional areas for future research that seem to be understudied concern clarifying the construct of stereotype threat ( Shapiro and Neuberg, 2007 ; Voyles et al, 2014 ; Finkelstein et al, 2015 ) and conceptualizing measurement ( Xavier et al, 2014 ). First, Voyles et al (2014) argue that a similar body of literature on metastereotypes has been ignored in the stereotype literature and the stereotype threat literature includes some construct overlap with metastereotypes. Metastereotypes are people’s beliefs about what stereotypes others hold about them ( Voyles et al, 2014 ).…”

Section: Summary Limitations and Future Directionsmentioning

confidence: 99%

Addressing Stereotype Threat is Critical to Diversity and Inclusion in Organizational Psychology

Casad

Bryant

2016

Front. Psychol.

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Recently researchers have debated the relevance of stereotype threat to the workplace. Critics have argued that stereotype threat is not relevant in high stakes testing such as in personnel selection. We and others argue that stereotype threat is highly relevant in personnel selection, but our review focused on underexplored areas including effects of stereotype threat beyond test performance and the application of brief, low-cost interventions in the workplace. Relevant to the workplace, stereotype threat can reduce domain identification, job engagement, career aspirations, and receptivity to feedback. Stereotype threat has consequences in other relevant domains including leadership, entrepreneurship, negotiations, and competitiveness. Several institutional and individual level intervention strategies that have been field-tested and are easy to implement show promise for practitioners including: addressing environmental cues, valuing diversity, wise feedback, organizational mindsets, reattribution training, reframing the task, values-affirmation, utility-value, belonging, communal goal affordances, interdependent worldviews, and teaching about stereotype threat. This review integrates criticisms and evidence into one accessible source for practitioners and provides recommendations for implementing effective, low-cost interventions in the workplace.

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A Tale of Two Theories: Stereotype Threat and Metastereotypes

Cited by 26 publications

References 7 publications

Stereotype Threat in Organizations: Implications for Equity and Performance

Stereotype Threat in Organizations: Implications for Equity and Performance

Older workers’ representation and age-based stereotype threats in the workplace

Addressing Stereotype Threat is Critical to Diversity and Inclusion in Organizational Psychology

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