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Dissertations / Theses on the topic 'Workplace stereotypes'

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

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Ashcraft, Audrey Marie. "Experiences of Subtle Sexism Among Women Employees in the National Park Service." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7588.

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Although blatant sexism persists in the workplace, there is a subtler type of sexism that is not often discussed. Some of the harmful outcomes that concern organization employees and leaders include decreased job satisfaction and morale, increased stress and turnover, damaged workplace relationships, barriers to career development for women, and decreased feelings of safety in law enforcement employees. Subtle sexism is often disguised as friendliness or chivalry, and therefore is difficult to detect, so it is often ignored or trivialized. The harms are cumulative and compound over time. The p
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12

Sanz, Elizabeth. "Exploring Stereotype Threat in the Workplace with Sexual Minorities." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6350.

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Sexual minorities are the target of numerous negative stereotypes in the United States, and are sometimes perceived as deviant and devalued as compared to heterosexuals. Stereotype threat, the anxiety of confirming a negative stereotype about oneself or one's group, has been linked to perceived stress; and stress has been linked to low job satisfaction. Sexual minorities provide a unique test of stereotype threat theory because they may choose to conceal their minority status at work. Thus, this study also examines whether the visibility of the stigma is a necessary precursor to the experience
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13

Jonasson, Mattias, and Emelie Ferm. "Kvinnligt chefskap : En kvalitativ studie av socialarbterares förväntingar på kvinnliga chefer." Thesis, Linnéuniversitetet, Institutionen för socialt arbete, SA, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-23771.

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The purpose of this study is to use a qualitative approach to get an understanding of what is expected of social workers targeted towards women managers in social services. Nine social workers were interviewed. The empirical data was then analyzed on the basis of gender theory. Respondents did not see their supervisor as a manager but more as a social worker with special tasks. Our empirical data indicates that there is a strong belief that men and women possess different properties. The social workers thought that men were likely to make a career and women were considered to work in the area
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14

Nadler, Joel T. "Explicit and Implicit Gender Bias in Workplace Appraisals: How Automatic Prejudice Affects Decision Making." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/dissertations/228.

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Explicit gender bias has been found using both experiments and field studies to favor men in hiring, promotion, and career opportunities (Eagly & Carli, 2007), but experimental studies have been criticized for over generalizing results obtained from a "stranger-to-stranger" paradigm (Copus, 2005; Landy, 2008). Landy (2008) argues that gender biases become negligible when raters are familiar with ratees. Additionally, Landy questioned the use of implicit measures to examine bias. Implicit or unconscious bias refers to a cognitive preference for one category over another, such as taking longer t
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15

Espinoza, Chip. "Millennial Integration: Challenges Millennials Face in the Workplace and What They Can Do About Them." Antioch University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1354553875.

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16

Johnson, Betty J. PhD. "Video Meetings in a Pandemic Era: Emotional Exhaustion, Stressors, and Coping." Antioch University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1612609329629973.

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17

Kleissner, Verena. "Work-Related Age Attitudes and Age Stereotypes." 2020. https://monarch.qucosa.de/id/qucosa%3A75009.

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Due to demographic changes (longevity, falling birth rates) the workforce is aging and therefore, more and more workers will potentially experience ageism (i.e., discrimination based on age) at work; however, ageism is not limited to older workers and can concern workers of any age. This dissertation deals with attitudes and stereotypes fostering ageism and demonstrates the strong presence of work-related ageist attitudes and stereotypes in a series of three studies. In the first study, work-related age stereotypes were differentiated by dimensions (performance, adaptability, reliability, and
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18

Haley, Elizabeth Ann. ""But it doesn't mean anything, it's just a cartoon": Cartoons as primes for stereotypes of women in the workplace." Thesis, 1997. http://hdl.handle.net/1911/17092.

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This study looked at the influence of cartoons as primes for stereotypes about women in the workplace. Three sets of cartoons (neutral animal, non-agentic women, and feminists) were used and subjects were exposed to just one set based on their assigned condition. After rating the funniness of the cartoons, subjects read about ambiguous behaviors recorded by a supervisor about a social worker. Subjects evaluated the social worker on both performance issues and personal traits. Subjects then read additional information and rated the supervisor. The gender of the social worker and supervisor were
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19

Mavin, Sharon A., G. Grandy, and Jannine Williams. "Experiences of Women Elite Leaders Doing Gender: Intra-gender Micro-violence between Women." 2014. http://hdl.handle.net/10454/10248.

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Yes<br>This paper responds to the dearth of research into women's negative intra-gender relations and lack of understanding as to why and how these relations manifest. Through a qualitative study of women elite leaders' experiences in UK organizations, the research considers how gendered contexts, women doing gender well and differently simultaneously, intra-gender competition and female misogyny may explain negative intra-gender social relations between women. We consider micro-aggression research and women's abjection and offer a unique conceptualization of intra-gender micro-violence with t
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20

Segalo, Puleng Josephine. "Exploring place-identity at work." Thesis, 2004. http://hdl.handle.net/10500/1289.

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In this study the stories of Unisa academic employees and fashion models were explored. The aim was to understand the nature of place-identity at work and to also look at what impact do changes to these working environments have on place-identity. Another aim of this study was to compare these two work contexts. The data was collected through interviews combined with an auto-ethnographic approach. The study suggested that people form an identity towards their places of work and also that changes within the workplace can be perceived as a threat. The study also showed that there are simila
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21

Cintra, Inês Beatriz Seromenho de. "Género, comunicação não verbal e satisfação no trabalho: papel das normas prescritivas percebidas na organização." Master's thesis, 2020. http://hdl.handle.net/10071/21542.

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Numa organização, a comunicação não verbal é um indicador de satisfação no local de trabalho que, consequentemente, tem impacto no alcance de objetivos e na performance individual/grupal. Face à escassa literatura sobre o tema, o presente estudo explora a relação existente entre a comunicação não verbal e a satisfação no local de trabalho considerando a perceção dos comportamentos não verbais dos próprios participantes no estudo e a perceção dos mesmos face ao comportamento não verbal do grupo de género. Para a análise empírica adaptou-se dois questionários elaborados previamente por ou
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22

Oliveira, Eduardo André da Silva. "Ageism in the workplace: Stereotype threat, work disengagement and organizational disidentification among older workers." Tese, 2017. https://repositorio-aberto.up.pt/handle/10216/104825.

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23

Oliveira, Eduardo André da Silva. "Ageism in the workplace: Stereotype threat, work disengagement and organizational disidentification among older workers." Doctoral thesis, 2017. https://repositorio-aberto.up.pt/handle/10216/104825.

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24

Bridges, Shenay Nicole Bieschke Kathleen J. "Interpreting feedback in the workplace an examination of stereotype threat and stigmatization with African American professionals /." 2008. http://etda.libraries.psu.edu/theses/approved/WorldWideIndex/ETD-3356/index.html.

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25

Bendapudi, Namrita. "The Effect of the Rater's Implicit Person Theory on the Performance Evaluations of Male and Female Managers." Thesis, 2013. http://hdl.handle.net/1805/3241.

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Indiana University-Purdue University Indianapolis (IUPUI)<br>Previous research has found that the clarity of information provided to raters about women managers’ performance affects ratings of their competence, likeability, and overall evaluation. The current study sought to contribute to this literature by examining whether individual differences of raters can explain the reason for differential performance evaluations of male and female managers, despite them both performing equally. For this purpose, the current research extended the findings of Heilman and colleagues by replicating their m
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26

Flöttmann, Julia. "Examining the barriers and gender backlashes of women’s pathway to leadership in small- and medium-sized enterprises in Kenya." Master's thesis, 2021. http://hdl.handle.net/10071/23056.

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Gender inequalities and the underrepresentation of women in senior management positions in companies were the motivation for this thesis. The three research objectives aimed to assess the status quo of gender parity, examine institutional factors, and explore the sociocultural barriers that impact women’s pathways to leadership in Kenyan small- to medium-sized enterprises (SMEs). Ten semi-structured interviews with founders and managers of Kenyan SMEs were undertaken via Zoom call. The findings show that women face substantial prejudice regarding their skills and leadership abilities. The res
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27

Southall, Kenneth E. "La stigmatisation reliée à la déficience auditive." Thèse, 2011. http://hdl.handle.net/1866/5182.

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Certaines personnes peuvent être stigmatisées quand elles présentent un attribut relié à une identité sociale qui est dénigrée dans un contexte particulier. Il existe plusieurs stéréotypes au sujet des personnes qui ont une perte d'audition. Le grand public associe souvent la perte d'audition à des comportements indésirables, au vieillissement et à une capacité intellectuelle réduite. Ces stéréotypes affectent négativement la participation des personnes ayant une perte auditive à diverses activités. Malgré les impacts évidents et importants que la stigmatisation a sur la participation sociale
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28

Wang, Lurong. "Immigration, Literacy, and Mobility: A Critical Ethnographic Study of Well-educated Chinese Immigrants’ Trajectories in Canada." Thesis, 2011. http://hdl.handle.net/1807/27608.

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This dissertation interrogates the deficit assumptions about English proficiency of skilled immigrants who were recruited by Canadian governments between the late 1990s and early 2000s. Through the lens of literacy as social practice, the eighteen-month ethnographic qualitative research explores the sequential experiences of settlement and economic integration of seven well-educated Chinese immigrant professionals. The analytical framework is built on sociocultural approaches to literacy and learning, as well as the theories of discourses and language reproduction. Using multiple data sources
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