Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?

Elise K. Kalokerinos, Courtney von Hippel*, Hannes Zacher

*Corresponding author for this work

Research output: Contribution to journalArticleAcademicpeer-review

67 Citations (Scopus)

Abstract

Stereotypes about different groups persist in organizations. Employees from such groups may experience stereotype threat, or the concern that they are being judged on the basis of demeaning stereotypes about groups to which they belong. The goal of this focal article is to discuss whether stereotype threat is a useful construct for organizational psychology research and practice. To this end, we focus on consequences other than acute performance deficits in laboratory settings. In particular, we examine studies that highlight the effects of stereotype threat on intrapersonal outcomes (e.g., job attitudes), interpersonal outcomes (e.g., negotiation), and on the relationship between employees and their organization. The research reviewed suggests that stereotype threat is a potentially important phenomenon in organizations, but it also highlights the paucity of research in an organizational context. We provide suggestions for future research directions as well as for the prevention and amelioration of stereotype threat in the workplace.
Original languageEnglish
Pages (from-to)381-402
Number of pages22
JournalIndustrial and Organizational Psychology - Perspectives on Science and Practice
Volume7
Issue number3
Early online date25-Jul-2014
DOIs
Publication statusPublished - Sep-2014
Externally publishedYes

Keywords

  • WOMENS MATH PERFORMANCE
  • ROLE-MODEL EFFECTIVENESS
  • SOCIAL IDENTITY THREAT
  • SELF-AFFIRMATION
  • MULTIPLE IDENTITIES
  • FLEXIBILITY STIGMA
  • GENDER STEREOTYPES
  • AFRICAN-AMERICANS
  • HIGHER-EDUCATION
  • DECISION-MAKING

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