Stereotype Threat Effects in Employment Settings
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Stereotype Threat Effects in Employment Settings A Special Issue of human Performance (Human Performance) by James L. Farr

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Published by Lawrence Erlbaum .
Written in English


  • Cognition & cognitive psychology,
  • Personnel & human resources management,
  • Physiological & neuro-psychology,
  • Social Science,
  • Psychology,
  • Sociology,
  • Industrial & Organizational Psychology,
  • Psychology & Psychiatry / Occupational & Industrial Psychology,
  • Human Services

Book details:

The Physical Object
Number of Pages152
ID Numbers
Open LibraryOL11281671M
ISBN 100805895922
ISBN 109780805895926

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Stereotype threat showed a moderate effect size, which is consistent with effect sizes reported in the stereotype threat literature (see Nguyen & Ryan, for review). Therefore, it is possible that more explicit methods are necessary to either magnify or minimize the effects of stereotype by: The research findings related to stereotype threat have been noted by industrial-organization psychologists interested in personnel selection as they suggest a possible (partial) explanation for the mean difference in majority and minority cognitive ability test James L. Farr. Stereotype threat is a situational predicament in which people are or feel themselves to be at risk of conforming to stereotypes about their social group. Stereotype threat is purportedly a contributing factor to long-standing racial and gender gaps in academic performance. It may occur whenever an individual's performance might confirm a negative stereotype because stereotype threat is. This investigation extends stereotype threat research by examining its effect on sex and ethnicity in employment testing. Study 1 used archival data from a company-specific cognitive ability test.

Although stereotype threat can happen to anyone who is aware of a negative stereotype about his or her group in any given situation, there are several necessary conditions for stereotype threat. stereotype threat is induced, O’Brien and Crandall () found that under stereotype threat, women’s performance on a difficult math test decreased; however, women’s performance on an easy math test. Adaptations to and long-term consequences of chronic stereotype threat have received little empirical attention. Our test of C. M. Steele’s () stereotype threat-disidentification hypothesis provides evidence that the contingencies tied to our social identities can indeed “make a difference in shaping our lives.” After refining and Cited by: Experiencing prejudice has consequences. When people feel like they are being judged by a negative stereotype about their group, they perform poorly in the domain in which the stereotype applies—a phenomenon known as stereotype threat. Unfortunately, the effects of stereotype threat do not end in the threatening environment, but also spill over into other domains, where they can have further.

You mention in your discussion what can happen in an academic environment to a student who experiences a stereotype threat and the role of anxiety in stereotype threats play in performance. In addition to academic settings, stereotype threats occur in the workplace and in social encounters. Stereotyping leads to bias conclusions. stereotype threat and gain strategies to reduce its occurrence and impact (Johns, Schmader, & Martens, ). What is stereotype threat? Stereotype threat refers to being at risk of confirming, as a self-characteristic, a negative stereotype about one's social group (Steele & Aronson, ). Although numerous laboratory studies of stereotype threat exist, its effects in work settings remain unexplored. The purpose of this article is to present a model of responses to stereotype threat in work contexts to understand the experience of being in the demographic minority . Jan 13,  · Stereotype threat effects in settings with features likely versus unlikely in operational test settings: A meta-analysis. Journal of Applied Psychology, (12), The stereotype threat literature primarily comprises lab studies, many of which involve features that would not be present in high-stakes testing settings.