Stereotypes in the Workplace: Multiple-Group Membership
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Questions and Answers

What fundamental dimensions of social perception are examined in the study?

  • Intelligence and efficiency
  • Skillful and kind
  • Friendly and trustworthy
  • Warmth and competence (correct)

    • What does SCM stand for?

    Stereotype Content Model

    The SCM model addresses only one-dimensional stereotypes.

    False

    The stereotype content model suggests that warmth and competence are two dimensions of ______ perception.

    <p>social</p> Signup and view all the answers

    What are the two dimensions borne out of the evolutionary need to recognize the intent and capabilities of others?

    <p>Warmth and competence</p> Signup and view all the answers

    What two subscales does the scale used in the survey contain?

    <p>Warmth and Competence</p> Signup and view all the answers

    What was the main purpose of the survey mentioned in the content?

    <p>To examine stereotypes present in the workplace</p> Signup and view all the answers

    The scale used in the survey asked participants to rate the preselected target groups on a 7-point Likert scale.

    <p>False</p> Signup and view all the answers

    The mean competence score for the Swedish woman category was __.

    <p>3.67</p> Signup and view all the answers

    What hypothesis predicts that simultaneously belonging to multiple outgroups will increase the chances and severity of discrimination?

    <p>Double jeopardy hypothesis</p> Signup and view all the answers

    The subordinate-male hypothesis predicts that males of subordinate groups will face the most discrimination.

    <p>True</p> Signup and view all the answers

    What does the ethnic-prominence hypothesis predict will drive discrimination more than gender?

    <p>race</p> Signup and view all the answers

    The elderly are typically rated as higher in __________ than in competence.

    <p>warmth</p> Signup and view all the answers

    Match the following categories with their corresponding stereotype content:

    <p>Traditional women = Higher warmth than competence Businesswomen and feminists = Higher competence than warmth Career women = Higher competence than warmth Typical men = Higher competence than warmth</p> Signup and view all the answers

    Which demographic factor produced larger differences for competence?

    <p>Ethnicity</p> Signup and view all the answers

    Which demographic factor produced larger differences for warmth?

    <p>Gender</p> Signup and view all the answers

    What is the general research question of the current exploratory study?

    <p>How do professional workers perceive multiple-group membership or different combinations of gender, ethnicity, sexual orientation, and age with respect to warmth and competence in the context of work?</p> Signup and view all the answers

    How did the addition of the signal of homosexuality impact competence ratings for the Arab homosexual woman category?

    <p>Increased</p> Signup and view all the answers

    Which age category resulted in a lower competence rating for the Arab woman?

    <p>55-year-old</p> Signup and view all the answers

    Why were these specific group combinations chosen for the study?

    <p>To avoid participants rating too many similar groups.</p> Signup and view all the answers

    Adding the signal of age did not substantially change the warmth scores of any of the reference groups.

    <p>False</p> Signup and view all the answers

    Participants in the study were randomly assigned to rate the different group combinations.

    <p>True</p> Signup and view all the answers

    The study used a combination of a web-based survey and a ___________ approach for data collection.

    <p>face-to-face</p> Signup and view all the answers

    Match the participant demographic information:

    <p>Male = 51-60 years, 6-10 years of recruitment experience Female = 41-50 years, 11-20 years of recruitment experience</p> Signup and view all the answers

    What are the implications for selection decisions based on the intersection of ethnicity and gender?

    <p>All of the above</p> Signup and view all the answers

    What does the 'de-racialization' hypothesis suggest about the perception of minority groups?

    <p>The 'de-racialization' hypothesis suggests that signaling homosexuality can make minority groups less stereotypic of their own racial/ethnic group.</p> Signup and view all the answers

    The study found that Arab women's perceived warmth is boosted when ______ age is introduced.

    <p>young</p> Signup and view all the answers

    What type of groups should future research focus on to understand how sexual orientation shapes people's perceptions?

    <p>ethnic minority women</p> Signup and view all the answers

    Arab homosexual women are predicted to receive lower ratings on warmth and competence, according to the subordinate-male hypothesis.

    <p>False</p> Signup and view all the answers

    The main models of multiple-group membership in organizational contexts have little to say about ___ and competence perceptions.

    <p>warmth</p> Signup and view all the answers

    What does the study propose to explore further in the context of multiple categorization?

    <p>Stereotypical perceptions regarding warmth and competence</p> Signup and view all the answers

    What is the title of the article by Agerström from 2014?

    <p>Why does height matter in hiring?</p> Signup and view all the answers

    Which journal published the article by Burke and Dunlap in 2002?

    <p>Organizational Research Methods</p> Signup and view all the answers

    Stereotypes of Norwegian social groups were discussed in a journal article by Bursell in 2014.

    <p>True</p> Signup and view all the answers

    In the article by Beale from 1970, the topic of 'Double jeopardy: To be Black and ______' was discussed.

    <p>female</p> Signup and view all the answers

    Match the following researchers with their article title:

    <p>Cuddy, Glick, &amp; Beninger = The dynamics of warmth and competence judgments Beale = Double jeopardy: To be Black and female Eckes = Paternalistic and envious gender stereotypes</p> Signup and view all the answers

    Study Notes

    Introduction to Stereotype Content Model (SCM)

    • SCM is a model that examines how people perceive social groups and individuals in terms of two fundamental dimensions: warmth and competence.
    • Warmth captures perceptions of others' intent, including traits like friendliness, trustworthiness, and sincerity.
    • Competence captures perceptions of others' capabilities, including traits like intelligence, skill, and efficiency.

    Multiple-Group Membership and Stereotyping

    • Most previous research on stereotypes has focused on single demographic group categories, rather than their combinations.
    • People inevitably belong to multiple group categories simultaneously.
    • The current study examines how different combinations of demographic group categories (ethnicity, gender, sexual orientation, and age) are perceived in the workplace.

    Background Research on Stereotyping

    • Research has shown that people perceive social groups and individuals in terms of warmth and competence.
    • Women, for example, are perceived as warmer but less competent than men.
    • Older workers are perceived as warmer but less competent than younger workers.
    • Businesswomen are perceived as more competent but less warm than the generic category of women.

    Models of Multiple Social Categorization

    • The double or multiple jeopardy hypothesis predicts that simultaneously belonging to multiple outgroups will increase the chances and severity of discrimination.
    • The subordinate-male hypothesis predicts that males of subordinate groups will face the most discrimination.
    • The ethnic-prominence hypothesis predicts that discrimination will be driven more by race than by gender.

    Research Questions and Methods

    • The current study examines how professional employees and hiring decision-makers perceive various demographic categories and their intersections in terms of warmth and competence.
    • The study uses a survey that asks participants to rate the perceived warmth and competence of 16 preselected demographic group combinations.

    Stereotype Content of Specific Categories

    • Arab individuals are perceived as more competent than warm.
    • Gay and lesbian individuals are perceived as neutral on both dimensions.
    • Older workers are perceived as warmer but less competent than younger workers.
    • Women are perceived as warmer but less competent than men, although businesswomen and feminists are perceived as more competent but less warm.### Study on Stereotype Content Model (SCM)
    • The study examines how 55-year-old and 30-year-old workers are perceived in terms of warmth and competence in the context of work.

    Methodology

    • Participants were asked to rate the perceived warmth and competence of the most common occupations in Sweden.
    • 16 groups were created by combining gender, ethnicity, sexual orientation, and age.
    • The groups were rated by two separate samples of participants.
    • The survey asked participants to indicate how the preselected groups are generally perceived in the workplace.

    Participants

    • A professional convenience sample of 133 recruiters and employees from various professional backgrounds participated in the study.
    • The majority of participants were women (n = 87), and the average age was 41 (SD = 12.49).
    • 89 participants reported working as recruiters, and their average work experience in recruitment was 8.79 (SD = 7.93) years.

    Instruments

    • A Warmth subscale with four items and a Competence subscale with four items were used to examine the SCM model.
    • The survey was based on a previous study on warmth and competence perceptions in the Swedish workplace.

    Analysis Approach

    • A basic analysis examined the statistical characteristics of the SCM, such as the factorial structure, indication of mixed stereotype content, and internal consistency of the scales.
    • A descriptive analysis of the sample, calculations of interrater agreement, and calculations of mean scores and confidence intervals were conducted to find differences between the groups.
    • A multiple regression analysis with interaction terms was employed to investigate how interactions of ethnicity, gender, age, and sexual orientation predict differences in warmth and competence ratings.

    Results

    • A clear two-factor solution was found for 15 out of 16 groups, with eigenvalues larger than 1 and explaining 54 to 68% of the total variance.

    • The Swedish woman group was the only category without a two-factor solution, and only one factor with an eigenvalue of greater than 1 was identified.

    • The mean warmth and competence rating for the entire sample of groups is presented in Table 4.### Study on Stereotype Content and Multiple-Group Membership

    • The study examines how combinations of common group memberships influence warmth and competence perceptions in a work context.

    Reliability of Scales

    • Cronbach's alpha values for warmth scales range from .71 to .88, and for competence scales from .78 to .93, indicating high reliability.
    • Cronbach's alpha for the entire sample is .84 for warmth and .89 for competence.

    Warmth and Competence Ratings

    • The competence score shows more diversification between groups with mean scores ranging from 2.74 to 3.91, while the warmth score ranges from 2.94 to 3.83.
    • The mean group difference score ranges from −.06 to .83 for warmth and from −.26 to .9 for competence.

    Reference Categories

    • The Swedish man category received the highest score on competence (M = 3.91, SE = .08), and the Arab woman category received the lowest score (M = 3.00, SE = .10).
    • The Swedish woman category received the highest warmth score (M = 3.68, SE = .06), and the Arab man category received the lowest warmth score (M = 2.96, SE = .07).

    Intersection with Sexual Orientation

    • The addition of the homosexual orientation signal resulted in a higher competence rating for the Arab homosexual woman category (M = 3.44, SE = .08) and a higher warmth rating for the Arab homosexual woman category (M = 3.53, SE = .08).
    • The Swedish homosexual man category had a higher warmth score (M = 3.83, SE = .07), but the Swedish homosexual woman category had a lower warmth score (M = 3.28, SE = .07).

    Intersection with Age

    • The perceived competence ratings for the Swedish man and Arab man categories remained similar with the addition of age as a category.
    • The addition of the 55-year-old age group category to the Arab woman category lowered competence (M = 2.74, SE = .12), while the addition of the 30-year-old age group category increased competence (M = 3.25, SE = .10).

    Three-Way Interaction

    • The three-way interaction of ethnicity, gender, and sexual orientation was found to be significant for warmth scores, but not for competence scores.
    • The three-way interaction of ethnicity, gender, and age was found to be significant for warmth scores, but not for competence scores.

    Discussion

    • The study highlights the importance of examining intersections of specific group memberships in a work context.
    • The findings suggest that characteristics other than ethnicity and gender, such as sexual orientation, matter and have important intersectional qualities that influence warmth and competence perceptions.
    • The study has implications for selection decisions, as recruiters may focus on different qualities depending on the categories being intersected.

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    Related Documents

    Multiple-group Membership: Warmth and Competence Perceptions in the Workplace PDF

    Description

    This quiz explores the stereotypes associated with multiple-group membership in the workplace, particularly in the context of job applications. It delves into the perceptions of warmth and competence in employer-employee interactions.

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