Relevant bibliographies by topics / Workplace stereotypes

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Workplace stereotypes'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Workplace stereotypes"

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Purohit, Dr Gaurav. "Gender Stereotypes at Workplace." International Journal of Trend in Scientific Research and Development Volume-2, Issue-4 (2018): 2490–99. http://dx.doi.org/10.31142/ijtsrd15668.

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Al-Sudairi, Noura A., and Wejdan Felmban. "Perception of Gender Stereotypes at Workplace in Saudi Arabia." International Journal of Psychosocial Rehabilitation 24, Special Issue 1 (2020): 149–55. http://dx.doi.org/10.37200/ijpr/v24sp1/pr201144.

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Heilman, Madeline E. "Gender stereotypes and workplace bias." Research in Organizational Behavior 32 (January 2012): 113–35. http://dx.doi.org/10.1016/j.riob.2012.11.003.

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Posthuma, Richard A., and Michael A. Campion. "Age Stereotypes in the Workplace: Common Stereotypes, Moderators, and Future Research Directions†." Journal of Management 35, no. 1 (2007): 158–88. http://dx.doi.org/10.1177/0149206308318617.

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The authors identify, analyze, and summarize prior research from 117 research articles and books that deal with age stereotypes in the workplace. They discover and report the most prevalent and well-supported findings that have implications for human resource management. These findings are described in terms of prevalent age stereotypes that occur in work settings, evidence refuting age stereotypes, and moderators of age stereotypes. The authors provide recommendations for practice and future research.
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Cyr, Emily N., Hilary B. Bergsieker, Tara C. Dennehy, and Toni Schmader. "Mapping social exclusion in STEM to men’s implicit bias and women’s career costs." Proceedings of the National Academy of Sciences 118, no. 40 (2021): e2026308118. http://dx.doi.org/10.1073/pnas.2026308118.

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Why are women socially excluded in fields dominated by men? Beyond the barriers associated with any minority group’s mere numerical underrepresentation, we theorized that gender stereotypes exacerbate the social exclusion of women in science, technology, engineering, and math (STEM) workplaces, with career consequences. Although widely discussed, clear evidence of these relationships remains elusive. In a sample of 1,247 STEM professionals who work in teams, we tested preregistered hypotheses that acts of gendered social exclusion are systematically associated with both men’s gender stereotype
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Falkenberg, Loren. "Improving the Accuracy of Stereotypes Within the Workplace." Journal of Management 16, no. 1 (1990): 107–18. http://dx.doi.org/10.1177/014920639001600108.

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Fernandez, Mandy B. "How Name Stereotypes Shape the Workplace and Culture." Women in Higher Education 24, no. 3 (2015): 8–9. http://dx.doi.org/10.1002/whe.20177.

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Perry, Elissa L., Frank D. Golom, and Jean A. McCarthy. "Generational Differences: Let's Not Throw the Baby Boomer Out With the Bathwater." Industrial and Organizational Psychology 8, no. 3 (2015): 376–82. http://dx.doi.org/10.1017/iop.2015.53.

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Although we agree with Costanza and Finkelstein (2015) that current research has failed to find consistent evidence of actual generational differences and that this research is limited methodologically, we suggest that at least some of these limitations could and should be addressed by future research before any firm conclusions are drawn. Further, the authors make an important but empirically untested assumption that generational stereotypes exist. We discuss why it is important to rigorously test this assumption. Finally, the authors assert that generational stereotypes are being “sold” as b
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Brečko, Danijela. "Intergenerational Cooperation and Stereotypes in Relation to Age in the Working Environment." Changing Societies & Personalities 5, no. 1 (2021): 103. http://dx.doi.org/10.15826/csp.2021.5.1.124.

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The problem of intergenerational cooperation in the workplace is becoming increasingly important, especially because of the ageing workforce. The article presents the issue of companies facing the challenge of changing a work environment that has to be tailored to the characteristics of each individual generation in the workplace. Generational differences and similarities are explained in more detail, especially in relation to work, followed by a consideration of stereotypes and age discrimination in the work environment. The article illustrates the problem of stereotypes related to age at a s
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Lai, Lei. "The Model Minority Thesis and Workplace Discrimination of Asian Americans." Industrial and Organizational Psychology 6, no. 1 (2013): 93–96. http://dx.doi.org/10.1111/iops.12015.

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In the focal article, Ruggs et al. (2013) observed that there is a dearth of racial discrimination research beyond the traditional White–Black or White–nonWhite comparisons in the industrial–organizational (I–O) literature and urged researchers to treat each minority race separately because individuals may have unique experiences with discrimination based on different racial stereotypes associated with their race/ethnicity. I agree with the above assessments. Moreover, I argue that the overlook of negative consequences of positive stereotypes of some marginalized groups, such as Asian American
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Dissertations / Theses on the topic "Workplace stereotypes"

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Imani, Armin. "Ethnic stereotypes and discrimination in the workplace /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17971.pdf.

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de, Blois Sarah. "Older Workers’ Perspectives on Age and Aging: Exploring the Predictors of Communication Patterns and Knowledge Transfer." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/26107.

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The Canadian population is aging, as is the Canadian workforce. Today, four generations find themselves cohabiting in the workforce together. This may have an impact on workplace collaboration and communication, as both of these processes are influenced by group perceptions. Academic research has focused upon workplace interactions mainly from a younger worker’s perspective; hence, the older worker’s voice has been overlooked. The objective of this study is thereby from an older worker’s perspective, to understand how generations perceive each other in the workplace, and further, understand ho
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Wilson, Latoya. "The Stigma and Unintended Consequences of Affirmative Action in the Workplace." Digital Archive @ GSU, 2005. http://digitalarchive.gsu.edu/honors_theses/4.

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When the general public discusses Affirmative Action, they are more likely to make an assumption that the person is not qualified without seeking their actual qualifications. Some may hesitate to provide any reasonable explanation for their opposition because the policy is a controversial topic. The goal of this journal was to search for the possibilities that may actually inspire their opposition and relate it to the stigma theory, which might explain some of these reasoning. By focusing on black recipients in the workforce research on the policy and reactions to Affirmative Action, some rese
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Festekjian, Arpi Karen. "The effect of stereotype threat on Asian Americans in the workplace." Diss., UC access only, 2009. http://proquest.umi.com/pqdweb?did=1974821911&sid=1&Fmt=7&clientId=48051&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of California, Riverside, 2009.<br>Includes abstract. Includes bibliographical references (leaves 75-83). Issued in print and online. Available via ProQuest Digital Dissertations.
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Toker, Yonca. "Individual Differences Factors Affecting Workplace Sexual Harassment Perceptions." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/3/1081181/index.pdf.

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The main purpose of the present study was to investigate the effects of individual differences on Sexual Harassment (SH) perceptions at the workplace. Specifically, the effects of attitudes toward women&amp<br>#8217<br>s gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working women. Based on the content analyses of the responses, a meas
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Connell, Angela R. "Perceptions and ratings of performance: do the effects of workplace absence depend upon the ratee’s gender and the reason for absence?" Thesis, Kansas State University, 2010. http://hdl.handle.net/2097/4026.

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Master of Science<br>Department of Psychology<br>Satoris S. Culbertson<br>Prior research has suggested there are negative consequences for missing work for both the individual and the organization. These consequences, such as lower ratings of performance, may exist regardless of the reason for the absence, and may be influenced to some extent by stereotypes held by others, such as supervisors and coworkers. The purpose of this study was to determine if absence from work for a stereotypically male or female task would affect supervisor and coworker ratings of performance, organizational commit
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Morse, Emily. "Elements of Employability: The Effects of Workplace Priming on Implicit and Explicit Stereotype Content Associated with Down Syndrome." Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/cmc_theses/1553.

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The aim of this experiment was to study whether completing a questionnaire either related or unrelated to various aspects of the workplace could induce different implicit and explicit stereotypic associations with Down syndrome. Subjects read one of three questionnaires before completing a task designed to measure implicit associations. The task consisted of photo primes of faces belonging to individuals with Down syndrome and typically developing individuals, followed by an evaluative decision task with adjectives related to the stereotype dimensions of warmth and competence. Following the im
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Törngren, Sanna. "Perspektiv på ledarskap vid mansdominerade arbetsplatser." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-40246.

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Trivsel med ledarskap på arbetsplatsen är för många förenat med arbetstillfredsställelse. Syftet med studien är att undersöka vad som uppfattas som positivt respektive negativt ledarskap. Studien vill även undersöka vilka attribut som kännetecknar kvinnligt respektive manligt ledarskap på mansdominerade arbetsplatser i det svenska samhället. En kvalitativ metod valdes och tio personer intervjuades. Tematisk analys användes som analysmetod och utgick ifrån 4 teman, positivt, negativt, manligt och kvinnligt ledarskap. Studien resulterade i 15 subkategorier inom de 4 temana. De resultat som gick
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Webb, Erin D. "Developing, Refining, and Validating a Survey to Measure Stereotypes and Biases that Women Face in Industry." TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1321.

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Almost any woman who has worked in a male dominated industry has faced a gender stereotype or bias of some type. Some of these women have even developed coping mechanisms to counteract these biases and make day-to-day interactions at work tolerable. Gathering information to reveal these stereotypes and biases can pose a distinctive challenge. Many women do not want to reveal the challenges that they have faced in their careers, and the vastness of types of challenges makes asking the correct questions very difficult. Through testing, this study has developed a valid data collection instrument
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Tomic, Sara, and Berina Hasanov. "Social identifikation med arbetsgruppen : Hinder och möjligheter för kvinnor i mansdominerade yrken." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-39121.

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Att kunna socialt identifiera sig med sin arbetsgrupp är för många förenat med välmående och trygghet på arbetsplatsen men även som något viktigt för gruppens dynamik. Syftet med studien är att öka förståelsen för kvinnors upplevda hinder och möjligheter att kunna socialt identifiera sig med arbetsgruppen på en mansdominerad arbetsplats och på så sätt skapa förståelse för kvinnors subjektiva upplevelser. Tio kvinnor som arbetar på mansdominerade arbetsplatser har intervjuats. Kvalitativ metod har använts tillsammans med Tematisk Analys som analysmetod. Studien har komm
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Books on the topic "Workplace stereotypes"

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Fried, N. Elizabeth. Sex, laws & stereotypes: Authentic workplace anecdotes and practical tips for dealing with ADA, sexual harassment, workplace violence, and beyond--. Intermediaries Press, 1994.

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Fried, N. Elizabeth. Sex, laws & stereotypes: Authentic workplace anecdotes and practical tips for dealing with the Americans with Disabilities Act, sexual harassment, workplace violence, and beyond--. National Press Publications, 1995.

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Posthuma, Richard A., María Fernanda Wagstaff, and Michael A. Campion. Age Stereotypes and Workplace Age Discrimination. Oxford University Press, 2012. http://dx.doi.org/10.1093/oxfordhb/9780195385052.013.0104.

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Heilman, Madeline E., and Suzette Caleo. Gender Discrimination in the Workplace. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.7.

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This chapter reviews the conditions and processes that give rise to gender discrimination in the workplace, impeding women’s career advancement. It explores how descriptive and prescriptive gender stereotypes—through distinct mechanisms—promote inequities in the selection, promotion, and evaluation of women. The paper examines how descriptive gender stereotypes, which describe what men and women are like, encourage gender discriminatory behavior by contributing to the expectation that women are ill equipped to succeed in traditionally male positions. It also considers how prescriptive gender s
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Bradley-Geist, Jill C., and James M. Schmidtke. Immigrants in the Workplace. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.12.

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Compared with women and racial/ethnic minorities, immigrants arguably have received less attention from organizational scholars of workplace diversity. Given increased rates of immigration worldwide and increasing societal scrutiny of immigration laws and policies, more research is needed to examine possible stereotyping, prejudice, and discrimination faced by immigrants in the workplace. The current chapter reviews existing research related to immigrants specifically and diversity (e.g., contact hypothesis, mixed stereotype content model) more generally. The extant literature is organized usi
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Unfairly Labeled: How Your Workplace Can Benefit from Ditching Generational Stereotypes. Wiley & Sons, Limited, John, 2016.

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Kriegel, Jessica. Unfairly Labeled: How Your Workplace Can Benefit from Ditching Generational Stereotypes. Wiley & Sons, Incorporated, John, 2016.

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Kriegel, Jessica. Unfairly Labeled: How Your Workplace Can Benefit from Ditching Generational Stereotypes. Wiley & Sons, Incorporated, John, 2016.

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Rosette, Ashleigh Shelby, Modupe Akinola, and Anyi Ma. Subtle Discrimination in the Workplace. Edited by Adrienne J. Colella and Eden B. King. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780199363643.013.2.

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Despite the laws that protect employee rights, discrimination still persists in the workplace. This chapter examines individual-level factors that may influence subtle discrimination in the workplace. More specifically, it examines how social categories tend to perpetuate the use of stereotypes and reviews contemporary theories of subtle prejudice and discrimination. In addition, the chapter divides discrimination in the workplace along two dimensions, gateways and pathways, and examines the extent to which stereotypes, prejudice, and social categorization processes influence subtle discrimina
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Gender on Trial: Sexual Stereotypes and Work/Life Balance in the Legal Workplace. ALM Publishing/ALM Inc., 2003.

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Book chapters on the topic "Workplace stereotypes"

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Toomey, Eileen C., and Cort W. Rudolph. "Age Stereotypes in the Workplace." In Encyclopedia of Geropsychology. Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-080-3_30-1.

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Toomey, Eileen C., and Cort W. Rudolph. "Age Stereotypes in the Workplace." In Encyclopedia of Geropsychology. Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-287-082-7_30.

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Schnurr, Stephanie, Angela Chan, Joelle Loew, and Olga Zayts. "Leadership and Culture: When Stereotypes Meet Actual Workplace Practice." In Challenging Leadership Stereotypes through Discourse. Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-4319-2_5.

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Mullany, Louise. "Gendered Work: Ideologies and Stereotypes in Action." In Gendered Discourse in the Professional Workplace. Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230592902_7.

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Gartzia, Leire, and Michelle Ryan. "The Subtlety of Gender Stereotypes in the Workplace." In The Routledge International Handbook of Discrimination, Prejudice and Stereotyping. Routledge, 2021. http://dx.doi.org/10.4324/9780429274558-5.

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Mullany, Louise. "Towards the Future: Breaking the Stereotypes of Gendered Work." In Gendered Discourse in the Professional Workplace. Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230592902_8.

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Ryan, Ann Marie, and Paul R. Sackett. "Stereotype threat in workplace assessments." In APA handbook of testing and assessment in psychology, Vol. 1: Test theory and testing and assessment in industrial and organizational psychology. American Psychological Association, 2013. http://dx.doi.org/10.1037/14047-036.

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von Hippel, Courtney, Elise K. Kalokerinos, and Julie D. Henry. "Stereotype Threat and Aging in the Workplace." In Encyclopedia of Geropsychology. Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-080-3_247-1.

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von Hippel, Courtney, Elise K. Kalokerinos, and Julie D. Henry. "Stereotype Threat and Aging in the Workplace." In Encyclopedia of Geropsychology. Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-287-082-7_247.

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"The Big Three: Stereotypes, Prejudice, and Discrimination." In Managing Workplace Diversity and Inclusion. Routledge, 2016. http://dx.doi.org/10.4324/9780203127049-14.

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