Reversing roles: A cognitive strategy for undoing memory deficits associated with token status.

Saenz, Delia S.; Lord, Charles G.

doi:10.1037/0022-3514.56.5.698

Cited by 51 publications

(39 citation statements)

References 39 publications

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“…Similar gender differences have been found in studies of dominance, assertiveness, and influence (e.g., Aries, 1976Aries, , 1982Bartol & Martin, 1986;Carli, 1989;Eagly & Johnson, 1990;Johnson & Schulman, 1989;Kimble, Yoshikawa, & Zehr, 1981;Saenz, 1994;Saenz & Lord, 1989;Taps & Martin, 1990;Yoder, Schleicher, & McDonald, 1998). Although some researchers have noted important moderators to these findings, such as task contents or settings (e.g., Eagly & Karau, 1991;Hall, 1984;Hans & Eisenberg, 1985;Karakowsky & Siegel, 1999), the basic gender differences found in mixed-gender groups persist (e.g., Fenwick & Neal, 2001;Hollingshead & Fraidin, 2003).…”

mentioning

confidence: 66%

Effects of Gender Diversity on Performance and Interpersonal Behavior in Small Work Groups

2005

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We examined the separate and combined impact of gender composition and training method on both the performance and interpersonal behaviors exhibited in small work groups. Participants were scheduled in groups of three for two 1-h sessions that occurred 1 week apart. In Session 1, groups were trained to assemble the AM portion of a radio. In Session 2, groups were tested on their training. Analyses indicated that groups whose members were trained together took longer to assemble their radios and made more errors than groups whose members were trained apart. No performance differences were found between mixedgender and same-gender groups. However, women were less task-oriented in mixed-gender than in same-gender groups, but men were more task-oriented in mixed-gender than in same-gender groups. Further, solo women were less talkative than women in the majority, whereas men were more talkative when they were solos rather than in the majority. Implications for the nature of training and gender composition in groups in the workplace are discussed.

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confidence: 66%

Effects of Gender Diversity on Performance and Interpersonal Behavior in Small Work Groups

2005

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“…Does this mean that people like me cannot advance? Another problem stemming from underrepresentation is that it places undue, disproportionate pressure on individuals to disprove stereotypes and positively "represent" their group (Saenz & Lord 1989. Although individuals may cope with identity threat by behaving counter-stereotypically, research reveals that perceivers often attribute both stereotype-consistent and -inconsistent behaviors to explanations that ultimately confirm and maintain group-based stereotypes .…”

Section: Underrepresentationmentioning

confidence: 94%

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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“…Although it is self-evident that negative treatment of those in the numerical minority can result in worse performance, research has shown that numbers alone can make a diVerence-even when holding all environmental variables constant, minority status impairs the performance of those who are outnumbered (Saenz & Lord, 1989;. Using a procedure that led participants to believe that they were communicating with other participants via a video communication system (when they were in fact "interacting" with pre-recorded videotapes of research confederates), researchers have been able to determine that those in the numerical minority suVer more cognitive deWcits than majority members even when they are treated no diVerently.…”

Section: Threatening Intellectual Environmentsmentioning

confidence: 96%