Stereotype threat as a psychological feature of work–life conflict

2017 ◽  
Vol 22 (2) ◽  
pp. 302-320
Author(s):  
Andrea L. Miller
Keyword(s):  
Stereotype Threat ◽  
Family Caregiving ◽  
Work Productivity ◽  
Well Being ◽  
Work Life ◽  
Stereotype Threat Theory ◽  
The Family ◽  
The Life Course ◽  
Threat Theory ◽  
Work Life Conflict

Much remains unknown about the boundary conditions of stereotype threat and the factors that influence how it manifests in various domains. In particular, non-performance-related responses to stereotype threat have been relatively neglected, and little is known about stereotype threats in domains where group membership is less stable over the life course. Using both correlational and experimental methods, these studies use the work–life conflict domain to contribute to stereotype threat theory along these dimensions. Studies 1 and 2 demonstrated that stereotype threat based on caregiver status predicts increased use of coping strategies that involve sacrifices in work productivity, family caregiving, and personal well-being. Studies 1 through 3 suggest that formal flexibility accommodation policies (such as the Family and Medical Leave Act of 1993) may not be an effective intervention in stereotype threat in the work–life conflict domain; providing informal social cues of support for employees with caregiving responsibilities, however, may be effective.

Testing Stereotype Threat Theory Predictions for Math Majors by Gender

2006 ◽  
Author(s):  
Shonna D. Waters ◽  
Michael J. Cullen ◽  
Paul R. Sackett
Keyword(s):  
Stereotype Threat ◽  
Stereotype Threat Theory ◽  
Threat Theory

HRD Interventions that Offer a Solution to Work-Life Conflict

2021 ◽  
Vol 23 (2) ◽  
pp. 142-152
Author(s):  
Emily Hammer
Keyword(s):  
Organizational Support ◽  
Well Being ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Work Life ◽  
Performance Expectations ◽  
Employee Support ◽  
Support Mechanisms ◽  
Work And Life ◽  
Work Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.

scholarly journals Work-Family Conflict and Family-Work Conflict and Their Effect on Quality of Life among Leather Industry Workers

2019 ◽  
Vol 8 (4) ◽  
pp. 3124-3132
Keyword(s):  
Quality Of Life ◽  
Family Conflict ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Work Life ◽  
Leather Industry ◽  
Work Conflict ◽  
The Family ◽  
Work Life Conflict

Conflict refers to the difference of opinion in layman terms, but the term is used for a better understanding as a clash that exists among different things. In this study, the work life conflict has been discussed and it describes the level of disagreement every individual faces while meeting the demands of both work as well as that of the family. The common perspective that exists among every individuals is that the work life conflict affects the quality of life of the working individuals and since, this statement subjects to variation and it needs to be tested the following objectives have been framed for the study. The objective of this research is to examine the relationship between work to family and family to work conflict and their effect on the quality of life among leather industry workers in Vellore. Data were gathered from 761 married workers employed in leather firms through a simple random sampling technique. The study has adopted the simple random sampling technique of data collection mainly due to its advantage of the probabilities of selecting each and every member of the target population as the samples for the study. SEM model is used for data analysis. The study identified that the rewards and recognition factors have a strong correlation with work to family conflict and employees’ health & that of their family members construct has a more positive association with the family to work conflict. On the other hand, work to family conflict possesses more impact over the quality of life than that of the normal family to work conflict. Results recommended that the government, Non-Government Organizations, and Women Self-help Groups must take necessary further measures such as quality of life awareness programs, alteration of working hours & ensuring employees' and their family members' well-being to avoid the work-life conflict issues and to improve their quality of life. This type of research would be highly helpful in order to conduct behavioural studies among the working individuals in the near future.

scholarly journals Toward a Family-Friendly Academy: HRD’s Role in Creating Healthy Work–Life Cultural Change Interventions

2020 ◽  
Vol 22 (1) ◽  
pp. 11-22
Author(s):  
Barbara A. W. Eversole ◽  
Cindy L. Crowder
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Cultural Change ◽  
Well Being ◽  
Work Life ◽  
Organizational Policies ◽  
Professional Career ◽  
Promotion And Tenure ◽  
Family Friendly ◽  
Work Life Conflict

The Problem The ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure. The Solution Human resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended. The Stakeholders Academic faculty, higher education administrators, HRD scholars, and practitioners.

scholarly journals Women on the edge of a breakthrough? A stereotype threat theory of women’s angel investing

2020 ◽  
Vol 38 (8) ◽  
pp. 768-797
Author(s):  
Richard T Harrison ◽  
Tiago Botelho ◽  
Colin M Mason
Keyword(s):  
Stereotype Threat ◽  
Active Involvement ◽  
Stereotype Threat Theory ◽  
Angel Investing ◽  
Mixed Networks ◽  
Angel Investment ◽  
Training Programmes ◽  
And Training ◽  
Threat Theory ◽  
Research And Policy

The extent to which women participate in the angel investment market has become an important topic of research and policy interest. Based on UK survey data, we demonstrate that there are systematic but not unequivocal differences between women and men investors on a number of key investor and investment characteristics. We also report indicative evidence that members of women-only networks do differ from women who join mixed networks. Drawing on these results, we develop a stereotype threat theory perspective on women’s angel investing which highlights the cues, consequences, outcomes and responses to stereotype threat. Specifically, we theorise that stereotype threat influences women’s widely reported lower participation in the angel investment market. In addition, stereotype threat theory helps explain both women’s overall active involvement in the angel investment market and their participation in women-only investor networks. We conclude that there is a case for women-only angel networks and training programmes to mitigate the performance and participation consequences of stereotype threat.

scholarly journals The Roles of Work-Life Conflict and Gender in the Relationship between Workplace Bullying and Personal Burnout. A Study on Italian School Principals

2020 ◽  
Vol 17 (23) ◽  
pp. 8745
Author(s):  
Ilaria Buonomo ◽  
Caterina Fiorilli ◽  
Luciano Romano ◽  
Paula Benevene
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
School Principals ◽  
Well Being ◽  
Work Life ◽  
Work Experiences ◽  
Family Demands ◽  
The Relationship ◽  
Work Life Conflict

The present study sought to investigate the associations between workplace bullying and personal burnout both directly and indirectly via work-life conflict. Furthermore, the moderating role of gender in these relations was examined. Traditional research on stress at work focuses on the role of dimensions related to job tasks, demands, and organizational support in influencing the risks for stress-related problems in employees. At the same time, other experiences at work may reduce employees’ well-being, such as workplace bullying and family life. Specifically, considering the detrimental role of work-life conflict, it is possible to hypothesize that it would exacerbate workplace bullying’s harmful effects on employees’ health. Moreover, since previous studies have reported mixed or inconsistent results when considering gender differences with the above-mentioned dimensions, it seems worth investigating the role of employee gender in representing (and response to) the bullying experiences. Building on these considerations, this work verifies whether: (1) work-life conflict mediates the relationship between workplace bullying and burnout; (2) gender moderates all the possible relationships among the constructs. Such hypotheses are verified on a sample of school principals, in light of their peculiar job role. Overall, our findings showed that: (1) Workplace bullying and burnout are associated, both with and without the perception of a concurring work-life conflict; (2) Gender does not moderate all the possible relationships among workplace bullying, work-life conflict and burnout. Overall, being female heightens the risk to perceive work-life conflict in general, as well as to be burnt out, when bullied, with and without the presence of work-life conflict; being male heightens the risk to perceive work-life conflict when bullied. Furthermore, the current findings suggest that family demands may influence school principals’ feelings of exhaustion regardless of gender. These findings confirm and expand previous literature, especially concerning a less studied occupation, namely school principals, shedding a new light on their work experiences. Furthermore, the present study offers interesting implications for trainings on principal’s skills and professional identity.

scholarly journals Stereotype Threat in Black College Students Across Many Operationalizations

2019 ◽  
Author(s):  
Patrick S. Forscher ◽  
Valerie Jones Taylor ◽  
Daniel Cavagnaro ◽  
Neil Anthony Lewis ◽  
Erin Michelle Buchanan ◽  
...  
Keyword(s):  
Stereotype Threat ◽  
The United States ◽  
Black College ◽  
Small Samples ◽  
Black College Students ◽  
Negative Group ◽  
Student Sample ◽  
Stereotype Threat Theory ◽  
Practical Implications ◽  
Threat Theory

According to stereotype threat theory, the possibility of confirming a negative group stereotype evokes feelings of threat, leading people to underperform in domains where they are stereotyped as lacking ability. This theory has immense theoretical and practical implications. However, many studies supporting it include small samples and varying operational definitions of “stereotype threat”. We address the first challenge by leveraging a network of psychology labs to recruit a large Black student sample (Nanticipated = 2700) from multiple US sites (Nanticipated = 27). We address the second challenge by identifying three threat-increasing and three threat-decreasing procedures that could plausibly affect performance and use an adaptive Bayesian design to determine which operationalization yields the strongest evidence for underperformance. This project should advance our knowledge of a scientifically and socially important topic: the conditions under which stereotype threat affects performance among current Black students in the United States.

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