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Multiple group membership: warmth and competence perceptions in the workplace
Linnaeus University, Faculty of Health and Life Sciences, Department of Psychology.
Linnaeus University, School of Business and Economics, Department of Economics and Statistics.ORCID iD: 0000-0002-5620-4745
Linnaeus University, Faculty of Health and Life Sciences, Department of Psychology.ORCID iD: 0000-0001-6134-0058
2021 (English)In: Journal of business and psychology, ISSN 0889-3268, E-ISSN 1573-353X, Vol. 36, p. 903-920Article in journal (Refereed) Published
Sustainable development
SDG 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all
Abstract [en]

What kinds of stereotypes are evoked when employers review a job application from a 55-year-old Arab woman? Most previous research on stereotypes has focused on single demographic group categories (e.g., race or gender) rather than on their combinations, even though 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 context of the workplace, with a focus on two fundamental dimensions of social perception: warmth and competence. The results reveal interesting interactions among the studied demographic group categories such that when stigmatized group categories are added to one another, it does not necessarily produce additive negative effects on warmth and competence perceptions. Rather, one category that is perceived negatively in isolation (e.g., homosexuality) can offset the negative impact of another stigmatized category (e.g., Arab ethnicity). Practical implications for stereotyping and discrimination in the workplace are discussed.

Place, publisher, year, edition, pages
Springer, 2021. Vol. 36, p. 903-920
Keywords [en]
Warmth, Competence, Stereotype content model, Multiple-group membership, Hiring, Stereotypes
National Category
Applied Psychology
Research subject
Social Sciences, Psychology
Identifiers
URN: urn:nbn:se:lnu:diva-97494DOI: 10.1007/s10869-020-09713-4ISI: 000559934100001Scopus ID: 2-s2.0-85089510198Local ID: 2020OAI: oai:DiVA.org:lnu-97494DiVA, id: diva2:1456476
Available from: 2020-08-05 Created: 2020-08-05 Last updated: 2022-08-30Bibliographically approved
In thesis
1. Multiple categorization in hiring: The stereotype content model perspective
Open this publication in new window or tab >>Multiple categorization in hiring: The stereotype content model perspective
2022 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

Hiring discrimination research has predominantly focused on labor market outcomes based on one or two group memberships, most commonly ethnicity and gender. The main aim of the doctoral dissertation is to explore warmth and competence perceptions associated with multiple demographic group membership and how they may affect evaluations and behavior in a workplace and hiring context.

Study I relies on the stereotype content model (SCM, Fiske et al., 2002) to explore how employees perceive intersections of demographic groups on universal dimensions of social perception (warmth and competence). Namely, the intersection of ethnicity (Arab/Swedish), gender (male/female), age (30-year-old/55-year-old), and sexual orientation (gay/heterosexual). Results show that when stigmatized group categories are added to one another, this does not necessarily produce additive negative effects.

Study II addressed perceptions of 22 common occupations in Sweden (e.g., Mechanic, Surgeon). Results show that warmth and competence can account for perceptions of the pre-selected occupations with a five-cluster solution found most descriptive of the data.

Study III uses a modernized version of the “lost letter” technique (Milgram et al., 1965) and experimentally tests how ethnic discrimination is affected by signals of gender and sexual orientation. We sent out 6 654 emails as a job opportunity follow-up which ostensibly reached the wrong recipient, and measured the number of returned emails notifying the sender of the mistake. We find evidence of ethnic discrimination, with Arabs receiving fewer replies than Swedes. No discrimination based on sexual orientation or intersectional effects were found.

Study IV had the main aim of testing whether matching stereotype content of job position and intersected group membership (gender and sexual orientation) in terms of warmth and competence affects the job suitability evaluations of job seekers. The results show no evidence of matching effects operating, as the gay job seekers, regardless of job position or gender, receive higher job suitability ratings than their straight counterparts.

Further research should address whether there is an ongoing positive attitude change towards gay groups and whether the positive perceptions affect behavioral outcomes. I conclude that intersecting categories generates important knowledge on the perception and treatment of groups at work.

Place, publisher, year, edition, pages
Växjö: Linnaeus University Press, 2022. p. 76
Series
Linnaeus University Dissertations ; 462
Keywords
warmth, competence, stereotype content model, multiple group membership, intersectionality, hiring
National Category
Applied Psychology
Research subject
Social Sciences, Psychology
Identifiers
urn:nbn:se:lnu:diva-116007 (URN)9789189709348 (ISBN)9789189709331 (ISBN)
Public defence
2022-09-30, Room Weber, Building K, Växjö, 10:00 (English)
Opponent
Supervisors
Available from: 2022-08-30 Created: 2022-08-30 Last updated: 2024-03-12Bibliographically approved

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Strinic, AndreaCarlsson, MagnusAgerström, Jens

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