Expectation states theory.

By Shelley J. Correll, Cecilia L. Ridgeway. 2006

538 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science, Social Sciences & Humanities

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Social Psychology

In Sociology and Political Science

In Social Sciences & Humanities

Citations in the corpus

Diagnosing Gender Bias in Image Recognition Systems (2020, background): “This research has typically focused on how status inequalities are perpetuated through gender beliefs: individuals bring either conscious or subconscious gendered classifications to novel social arenas (Correll and Ridgeway 2003; Webster and Foschi 1988).”
Measuring Stereotypes of Female Politicians (2014, background): “Despite research showing that competence is a trait valued by voters (Funk, 1999; Kinder, 1986) and women in general may be seen as less competent across situations (Correll & Ridgeway, 2003), the idea of possessing skills related to office only makes a sporadic appearance.”
Gender and leadership emergence: A meta‐analysis and explanatory model (2018, background): “…states theory posits that people tend to place greater emphasis on specific status cues (e.g., skills and abilities), as compared to diffuse cues (e.g., gender), when the specific status cues are relevant to decision making (Berger, Rosenholtz, & Zelditch, 1980; Correll & Ridgeway, 2006).”
Getting a Job: Is There a Motherhood Penalty?1 (2007, background): “As Budig and England (2001) conclude, the remaining wage gap likely arises either because employed mothers are somehow less productive at work than nonmothers or because employers discriminate against mothers (or some combination of the two processes).”
The Social Consequences of Voice: An Examination of Voice Type and Gender on Status and Subsequent Leader Emergence (2017, background): “We address the question of how peers respond to voice by drawing upon expectation states theory (EST) (Berger, Conner, & Fişek, 1974; Correll & Ridgeway, 2003) as it provides a framework for understanding how group members interpret the behaviors of their peers and how those interpretations relate…”
A Meta-Analysis of Gender Group Differences for Measures of Job Performance in Field Studies (2012, background): “EST provides a theoretical framework to understand gender differences in the measurement of job performance (see Berger, Rosenholtz, & Zelditch, 1980; Berger, Wagner, & Zelditch, 1985; Correll & Ridgeway, 2003; Dovidio, Ellyson, & Keating, 1988).”
Do Employers Prefer Fathers? Evidence from a Field Experiment Testing the Gender by Parenthood Interaction Effect on Callbacks to Job Applications (2017, background): “Individuals then use the status characteristic to assign expectations—regarding behaviour, competence, commitment, etc.—that are in accordance with their beliefs about a given status (Wagner and Berger, 2002).”
Is Man the Measure of All Things? A Social Cognitive Account of Androcentrism (2018, background): “Structures of male power include men’s greater control of outcomes and valued resources (Dépret & Fiske, 1993; Galinsky, Rucker, & Magee, 2015) as well as men’s greater status, respect, and prestige compared with women (Berger, Fisek, & Norman, 1977; Correll & Ridgeway, 2006; French & Raven, 1968).”
The Short-lived Benefits of Abusive Supervisory Behavior for Actors: An Investigation of Recovery and Work Engagement (2017, background): “…be more likely to have increased recovery when they abuse a subordinate with low status because low status individuals are devalued and marginalized in the teamand it is easier for supervisors to justify their mistreatments toward these employees (Correll & Ridgeway, 2003; Luan, Hu, & Xie, 2017).”
Biased estimators? Comparing status and statistical theories of gender discrimination (2006, background): “Instead, Donohue and Heckman (1991) argue, it is more likely that discrimination in labor markets is reinforced by social norms.”
Gender-role Incongruity and Audience-based Gender Bias: An Examination of Networking among Entrepreneurs (2020, background): “…and personal biases are more apt to be activated in cases of male-typed roles, it is also more likely that the individual decision maker holds common gender beliefs that men are of higher status, and thus more competent, than women in these cases (Berger et al., 1977; Correll and Ridgeway, 2003).”