Stereotype Threat at Work

By Loriann Roberson, Carol T. Kulik. 2007

249 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/604c86be18fde7e06e5d06747043e3e170d339fc

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Gender differences in leadership – believing is seeing: implications for managing diversity (2010, background): “Stereotype threat has been proven to impact women negatively in academic fields (such as lower performance on math tests), and, importantly, in women’s professional aspirations (Davies et al., 2002; Roberson and Kulik, 2007).”
Managing to clear the air: Stereotype threat, women, and leadership (2016, background): “Programs for reducing stereotype threat typically focus on modifying the context and/or lessening individual reactions (Block et al., 2011; Burgess et al., 2012; Kray & Shirako, 2011; Roberson & Kulik, 2007).”
Developing the Research Basis for Controlling Bias in Hiring (2012, background): “That is, these situations may elicit stereotype threat (Roberson & Kulik, 2007; Steele & Aronson, 1995) leading minorities and women to perform less well when they are aware that their performance may confirm a negative stereotype (e.g., when gender is made salient prior to a math exam).”
Stereotype Threat in Organizations: Implications for Equity and Performance (2015, background): “However, many jobs in today’s workplace not only involve challenging tasks but have demands related to the rapidly changing environment, which makes work less likely to be routine or easy (Roberson & Kulik 2007).”
Stereotype threat: Antecedents and consequences for working women (2011, background): “Although organizations are becoming increasingly diverse, stereotypes concerning women continue to hinder their ability to succeed in male-dominated fields (Roberson & Kulik, 2007).”
By Whom and When Is Women’s Expertise Recognized? The Interactive Effects of Gender and Education in Science and Engineering Teams (2014, background): “Considerable research on the phenomenon of stereotype threat—an individual’s fear that he or she will be evaluated based on a negative stereotype about his or her demographic group—also suggests that the context shapes how underrepresented groups perceive their own performance and possibility for su”
Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice? (2014, background): “Every job involves being judged by other people, yet employees from negatively stereotyped groups have the added concern of being judged on the basis of their group membership (Roberson & Kulik, 2007).”
Contending With Stereotype Threat at Work: A Model of Long-Term Responses 1Ψ7 (2011, background): “Organizational factors can highlight the individual’s social identity as well as the salience of societal stereotypes, resulting in stereotype threat (Roberson & Kulik, 2007).”
Aging Populations and Management (2014, result): “The pressures to hire and retain older workers are creating a new urgency for management scholars to better understand age stereotypes and age discrimination, and to build upon previous work on diversity in the workforce (e.g., Milliken & Martins, 1996; Roberson & Kulik, 2007).”
Microdynamics in diverse teams: A review and integration of the diversity and stereotyping literatures (2017, background): “Stereotype threat refers to “the psychological experience of a person who, while engaged in a task, is aware of a stereotype about his or her identity group suggesting that he or she will not perform well on that task” (Roberson & Kulik, 2007, p. 26).”