Strategies for managing impressions of racial identity in the workplace.

Roberts, Laura Weiss; Sandra, E.; Kim, Sung Soo

doi:10.1037/a0037238

Cited by 37 publications

(54 citation statements)

References 81 publications

(111 reference statements)

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“…For ethnic identity, articles investigated predictors and outcomes of ethnic identity (n = 8; K. Cui, Fitzgerald, & Donovan, 2014;Devos & Yokoyama, 2014;Gartner et al, 2014; T. L. Lee, Wilton, & Kwan, 2014;Levy, 2014;Ocampo, 2014;Roberts, Cha, & Kim, 2014), the buffering role of ethnic identity in Asian American adolescents' lives (Stein et al, 2014), and the effects of social justice-oriented youth programs on racial and ethnic identities for Asian American youth (Suyemoto, Day, & Schwartz, 2014). A two-wave longitudinal study demonstrated the moderating role of ethnic identity (belonging and exploration) on the effects of economic stress (but not perceived ethnic discrimination) on mental health outcomes (depressive symptoms and self-esteem) in a sample of Asian American adolescents from an emerging immigrant community (Stein et al, 2014).…”

Section: Viruses: Hepatitis B Virus (Hbv) Immunodeficiency Virus (Himentioning

confidence: 99%

Annual review of Asian American Psychology, 2013.

Wei¹,

Carrera²,

Li³

2014

Asian American Journal of Psychology

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This 2014 review of Asian American psychology is the sixth review in the series. It includes 316 articles that met the inclusion criteria established by the past five annual reviews. Featured articles were derived from three sources: 137 were generated via the search term "Asian American" in PyscINFO, 111 were generated via a search for specific Asian American ethnic groups, and 32 were generated via author searches of articles that met the inclusion criteria. The top primary topic was health and health-related behaviors, the most frequently employed study design was crosssectional, and the most studied Asian American ethnic group was Chinese. This year's review includes information on the target population of the primary topic, the age range and developmental period of participants, and whether the study design was cross-sectional or longitudinal. It also identifies top authors and journals contributing to the 2014 annual review. These new features reveal that the most common target population of the primary topic was Correspondence concerning this article should be sent to Su Yeong Kim, Department of Human Development and Family Sciences, 108 E Dean Keeton St., Stop A2702, The University of Texas at Austin, Austin, TX 78712. su.yeong.kim@utexas.edu. HHS Public Access Author manuscriptAsian Am J Psychol. Author manuscript; available in PMC 2016 December 01. Published in final edited form as:Asian Am J Psychol. 2015 December ; 6(4): 291-332. doi:10.1037/aap0000031. Author Manuscript Author ManuscriptAuthor ManuscriptAuthor Manuscript youths; studies most commonly included emerging adults ages 18-25; cross-sectional study design was employed more often than longitudinal design; the top contributor to the 2014 review was Stephen Chen, who authored the highest number of papers included; and the Asian American Journal of Psychology generated the highest number of publications for this review. Keywords review; Asian Americans, 2014The annual review of Asian American psychology facilitates a comprehensive, year-to-year understanding of the field by summarizing the major research topics and methodology used in Asian American psychology. Comparison of multiple annual reviews reveals past, current, and emerging trends. Illuminating these trends can be informative for new and experienced scholars alike, who can utilize the reviews to synthesize past and current research. This will help them identify emerging trends in order to plan future research that will make a meaningful contribution to scholarship on Asian American psychology. The present annual review uses the format established by the past five annual reviews, with the addition of new features for future annual reviews to consider. Like past reviews, the current issue presents major trends by primary topic, methodological design, and participant characteristics (e.g., average age and ethnicity). This review contributes a developmental perspective by including age range and developmental period in our categorization of participants, and by considering cross-...

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Section: Viruses: Hepatitis B Virus (Hbv) Immunodeficiency Virus (Himentioning

confidence: 99%

Annual review of Asian American Psychology, 2013.

Wei¹,

Carrera²,

Li³

2014

Asian American Journal of Psychology

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“…There are multiple theoretical frameworks on coping with stigmatization and related identity‐linked impression management which label and classify behaviours in slightly different ways (Ely, ; Miller & Kaiser, ; Roberts, Cha, & Kim, ). At a high level, these classifications differ in whether they focus on how the identity is presented (e.g., affirming or enhancing the identity, e.g., Lyons, Wessel, Ghumman et al ., ) or how a stigmatizing behaviour by others is dealt with (e.g., confronting vs. avoiding the stigmatization; Lyons, Wessel, Tai & Ryan, ).…”

Section: Introductionmentioning

confidence: 99%

“…The relative use of stigmatization confronting versus other IM strategies has been of research interest (Lyons, Wessel, Ghumman et al ., ; Roberts et al ., , ). Shelton and Stewart () demonstrated that although many women believe they will confront prejudice, in reality they do not do so in high social cost situations (see also Swim & Hyers, ) despite intrapersonal costs (Rasinski, Geers, & Czopp, ).…”

Section: Introductionmentioning

confidence: 99%

“…In line with this, Kuchynka, Salomon, Bosso, El‐hout, and Kiebel () found that the association between experienced sexism and STEM‐related outcomes (e.g., STEM GPA, major intentions) was moderated by how much women identified with STEM fields (i.e., perceived fit or congruity). While there is some research connecting women's professional identity centrality with IM behaviours (Roberts et al ., ) and workplace outcomes (Settles et al ., ) in STEM fields, this work did not look at an individual's interests but global identification with the role of scientist. Therefore, we specifically explore alignment between individual interests and occupational characteristics as predicting behavioural choices:

H5: Congruence between individual interests and occupational interest characteristics (i.e., realistic, investigative, and conventional) for women in STEM will affect IM behaviour with greater congruence leading to less IM and incongruence leading to more IM.…”

Section: Introductionmentioning

confidence: 99%

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Social identity management strategies of women in STEM fields

Ryan

King

Elizondo³

et al. 2019

J Occupat & Organ Psyc

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Recruiting and retaining women in science, technology, engineering, and mathematics (STEM) occupations is seen as challenging, and researchers have begun to consider how women manage their identity in these contexts in response to potential questions of fit. Within identity management theoretical work, there has been little attention to occupational influences. Based on role congruity theory, we investigate occupational characteristics as influences on women's gender identity management, along with individual differences and organizational support influences. Results suggest that engaging in identity management behaviours is unrelated to the gender stereotypicality or gender composition of the field, but that support, fit (i.e., congruence between the interests of the individual and occupation), and personality affect engagement in these behaviours. Implications for enhancing the experiences of women in STEM fields as well as for social identity-related research more broadly are discussed. Practitioner pointsIndividuals may differ in how they choose to address stigmatization at work, based on their personality and fit with the position. Perceived organizational support is associated with willingness to engage in stigmatization confronting strategies. Efforts to understand and affect identity management strategy use should consider individual characteristics (i.e., interests and personality).

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“…A limited but emerging number of studies address how individuals respond to experiencing ethnic assignation at work. While these studies provide valuable insights into how people mobilize various social identity‐based impression management (SIM) strategies in response to negative ethnic stereotypes (Kenny & Briner, ; Roberts, Cha, & Kim, ; Roberts, Settles, & Jellison, ), a limitation they share is their lack of attention to the effects of ‘panethnic’ assignation. When individuals are ethnically classified by others, they are often categorized by broad panethnic categories such as Asian and Black rather than to their distinct ethnic group (Trytten, Lowe, & Walden, ).…”

Section: Introductionmentioning

confidence: 99%

Navigating panethnic categorization in the workplace: A study of British Sri Lankan employees

Fernando

Kenny

2018

J Occupat & Organ Psyc

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A wide range of ethnic groups make up labour markets in most advanced economies. However, we lack a nuanced understanding of how specific groups experience minority ethnic identity within the workplace. This article addresses how an under-represented minority ethnic group, British Sri Lankans, experience being assigned a broad Asian panethnic identity in their workplace, which is both positively and negatively stereotyped. Drawing on theories of social identity-based impression management and selfstereotyping, we highlight how individuals responded to panethnic stereotypes imposed on them by both claiming and rejecting a broader Asian identity, and at the same time attempting to carve out a more distinctive British Sri Lankan identity. We advance knowledge of the multi-level nature of ethnic identity, demonstrating ways in which movement between superordinate and subordinate levels of ethnic identity can occur. Counter-intuitively, we suggest that individuals' positive self-stereotyping efforts may, over time, contribute to a more constricted career path that may leave them less prepared for senior management positions. Practitioner pointsTo help facilitate the development of genuinely inclusive organizations and maximize the use of available talent, practitioners need to be vigilant about the prevalence of ethnic group stereotypes in contemporary work settings. Practitioners should not discourage conversations around ethnicity and culture at work, but they should make it clear that the aim is not to encourage the proliferation of group stereotypes. Proliferation of group stereotypes may contribute to unconscious bias.

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Strategies for managing impressions of racial identity in the workplace.

Cited by 37 publications

References 81 publications

Annual review of Asian American Psychology, 2013.

Annual review of Asian American Psychology, 2013.

Social identity management strategies of women in STEM fields

Navigating panethnic categorization in the workplace: A study of British Sri Lankan employees

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