Indirect Stereotype Change in Artificial and Real-Life Stereotypes

Maris, Stefanie; Claes, Joke; Damme, Carolien Van; Hoorens, Vera

doi:10.1521/soco.2016.34.1.55

Cited by 3 publications

(4 citation statements)

References 33 publications

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“…In gender stereotypes, men are considered more competent than women and women considered warmer than men (Leach, Carraro, Garcia, & Kang, 2017). Research shows that persistent stereotypes inconsistent information that alters the stereotypes of a focal category also impacts those of adjacent categories (Maris, Claes, Van Damme, & Hoorens, 2016;Maris & Hoorens, 2012). For instance, whereas female leaders are believed to be more relationship-oriented (an extension of the high warmth gender stereotype), male leaders are believed to be more task-oriented (an extension of the high competence gender stereotype) (Maris et al, 2016).…”

Section: Cross-category Stereotypingmentioning

confidence: 99%

“…Research shows that persistent stereotypes inconsistent information that alters the stereotypes of a focal category also impacts those of adjacent categories (Maris, Claes, Van Damme, & Hoorens, 2016;Maris & Hoorens, 2012). For instance, whereas female leaders are believed to be more relationship-oriented (an extension of the high warmth gender stereotype), male leaders are believed to be more task-oriented (an extension of the high competence gender stereotype) (Maris et al, 2016). In a study examining these gender biases, study participants were exposed to majority male leaders who were relationship-oriented; results of study showed that participants altered their views of male and female leaders.…”

Section: Cross-category Stereotypingmentioning

confidence: 99%

“…In a study examining these gender biases, study participants were exposed to majority male leaders who were relationship-oriented; results of study showed that participants altered their views of male and female leaders. After the experiments, female leaders were not considered more relationship-oriented than male leaders (Maris et al, 2016). Maris et al (2016) concluded that exposure to persistent stereotype-inconsistent information not only altered the stereotypes about the focal categories, but also those of the adjacent categories.…”

Section: Cross-category Stereotypingmentioning

confidence: 99%

“…After the experiments, female leaders were not considered more relationship-oriented than male leaders (Maris et al, 2016). Maris et al (2016) concluded that exposure to persistent stereotype-inconsistent information not only altered the stereotypes about the focal categories, but also those of the adjacent categories.…”

Section: Cross-category Stereotypingmentioning

confidence: 99%

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The paper introduces categorical stereotypes to the literature on organizations categories. Stereotypes are information that can be transferred from group level to individual members of the group; to understand how firms respond to been categorized, scholars must account for the stereotypes associated with the categories. Stereotypes also influence audiences' actions towards categorized firms; audiences go beyond judging organizations based on their categorical purity and consider information signals coming from stereotypes on the underlying categories. We explore the implications of categorical stereotypes on ongoing discourse on firm categories and on managerial actions.

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Section: Cross-category Stereotypingmentioning

confidence: 99%

Section: Cross-category Stereotypingmentioning

confidence: 99%

Section: Cross-category Stereotypingmentioning

confidence: 99%

Section: Cross-category Stereotypingmentioning

confidence: 99%

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Exploring Implications of Categories: Categorical Stereotypes in Organizational Research

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„Think-Manager-Consider-Female“: Eine Analyse stereotypischer Ansichten über weibliche Führungskräfte und die empirische Überprüfung ihrer realen Persönlichkeit anhand der Big Five und Dunklen Triade

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2016

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Bad Is Stronger Than Good for Stigmatized, but Not Admired Outgroups: Meta-Analytical Tests of Intergroup Valence Asymmetry in Individual-to-Group Generalization Experiments

Паолини

McIntyre

2018

Pers Soc Psychol Rev

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Theories of risk aversion, epistemic defense, and ingroup enhancement converge in predicting greater impact of negative (vs. positive) experiences with outgroup members on generalized evaluations of stigmatized outgroups. However, they diverge in predictions for admired outgroups. Past tests have focused on negative outgroups using correlational designs without a control group. Consequently, they have not distinguished between alternative explanations or ascertained the direction of causality/generalization, and they have suffered from self-selection biases. These limitations were redressed by a meta-analysis of experimental research on individual-to-group generalization with positive and negative outgroups (59 tests; 3,012 participants). Controlling for modest confounds, the meta-analysis found a generalization advantage of negative experiences for stigmatized outgroups and a generalization advantage of positive experiences for admired outgroups. These results highlight the centrality of valenced expectations about outgroups, consistent with epistemic defense and ingroup enhancement and inconsistent with risk aversion. Implications for positive changes in intergroup dynamics are discussed.

show abstract

Indirect Stereotype Change in Artificial and Real-Life Stereotypes

Cited by 3 publications

References 33 publications

Exploring Implications of Categories: Categorical Stereotypes in Organizational Research

Exploring Implications of Categories: Categorical Stereotypes in Organizational Research

„Think-Manager-Consider-Female“: Eine Analyse stereotypischer Ansichten über weibliche Führungskräfte und die empirische Überprüfung ihrer realen Persönlichkeit anhand der Big Five und Dunklen Triade

Bad Is Stronger Than Good for Stigmatized, but Not Admired Outgroups: Meta-Analytical Tests of Intergroup Valence Asymmetry in Individual-to-Group Generalization Experiments

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