Engage Me: The Mature-Age Worker and Stereotype Threat

Kulik, Carol T.; Perera, Sanjeewa; Cregan, Christina

doi:10.5465/amj.2015.0564

Cited by 123 publications

(56 citation statements)

References 143 publications

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“…A large body of research has now demonstrated the performance impairing effects of stereotype threat in the laboratory (for a meta-analysis, see Nguyen and Ryan, 2008), but far less research has examined the attitudinal consequences of stereotype threat (Kalokerinos et al, 2014; Kulik et al, 2016). For example, when people experience stereotype threat they report lowered aspirations, view the stereotyped domain as less important to their self-concept, indicate less interest in participating in the stereotyped domain, and attempt to disassociate themselves from the stereotyped domain (Steele and Aronson, 1995; Davies et al, 2005; Murphy et al, 2007).…”

Section: Stereotype Threat and Family-friendly Policiesmentioning

confidence: 99%

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

2017

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In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces “family-friendly.” Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers (N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child (N = 65). In Study 2 (N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide.

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Section: Stereotype Threat and Family-friendly Policiesmentioning

confidence: 99%

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

2017

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“…On the other, new organizational practices could directly curb the effect of stereotype threat on workers' engagement. Typically, diversity-conscious practices are particularly beneficial in counteracting negative attitudes that young managers had toward older colleagues, whereas diversity blind practices were especially helpful in generating engagement among older workers with older managers (Kulik et al, 2016). The key point to consider in tackling age diversity is to focus organizational practices on the performance and skills rather than age, with a view to shifting the attention away from stereotype itself.…”

Section: Discussionmentioning

confidence: 99%

Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers

et al. 2021

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In this study we aim to analyze the combined effect of age-based and gender stereotype threat on work identity processes (and in particular on authenticity and organizational identification) and on work performance (self-rating performance). The research utilizes an ample sample of over fifty-year-old workers from diverse organizations in Italy. Using a person-centered approach four clusters of workers were identified: low in both age-based and gender stereotype threat (N = 4,689), high in gender and low in age-based stereotype threat (N = 1,735), high in age-based and low in gender stereotype threat (N = 2,013) and high in both gender and age-based stereotype threat (N = 758). Gender was significantly associated with these clusters and women were more frequently present in those groups with high gender stereotype threat. ANOVA results show that workers in the last two clusters score significantly lower in authenticity, organizational identification and self-rate performance. All in all, if ageism is undoubtedly problematic for older workers’ identity processes, ageism and gender-stereotypes represent a double risk for women over fifty in the workplace. The analysis of the results can be beneficial both for the theoretical advancement and for the practical insights offered in the organizational and management field, where new policies of HR management can be elaborated, in order to value and to improve the workers experience.

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“…However, typical organizational cultures are often stereotypically masculine and younger with respect to the organizational norms, attitudes and behaviors endorsed within the workplace. As women and older people make decisions about job opportunities, these stereotyped cultures are likely to become more salient (Cochran et al, 2013; Kulik et al, 2016). We examine the role of stereotyped organizational cultures for women and older people's self-rated leadership potential in Studies 2 and 3.…”

Section: Discussionmentioning

confidence: 99%

Endorsing and Reinforcing Gender and Age Stereotypes: The Negative Effect on Self-Rated Leadership Potential for Women and Older Workers

et al. 2019

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Previous research has examined the impact of stereotypes on outcomes such as career progression and hiring decisions. We present a novel approach to examine the role of stereotypes in predicting self-rated leadership potential across gender and age groups. This research sheds light on the impact of leadership-incongruent and detrimental stereotypes about one's gender and age, for women and older workers, on self-ratings of leadership potential. Across three studies (total N = 640), correlational and experimental evidence shows differential effects of stereotypes about women (vs. men) and older (vs. younger) people on self-ratings of their own leadership potential. Results suggest that both gender and age stereotypes affect older workers more than their younger counterparts (Study 1). Specifically, effects on self-rated leadership potential at the intersectional level show that endorsement of stereotypes has opposite effects on older women to younger men (Study 1). Furthermore, stereotyped workplace cultures impacted women's and older worker's perceptions of job fit (Studies 2 and 3), also extending to job appeal for older workers (Study 3). Results are discussed in terms of career implications for both women and older workers, with a particular focus on older women, whose intersecting identities are leadership stereotype-incongruent.

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Engage Me: The Mature-Age Worker and Stereotype Threat

Cited by 123 publications

References 143 publications

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

Double Jeopardy-Analyzing the Combined Effect of Age and Gender Stereotype Threat on Older Workers

Endorsing and Reinforcing Gender and Age Stereotypes: The Negative Effect on Self-Rated Leadership Potential for Women and Older Workers

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