A Company I Can Trust? Organizational Lay Theories Moderate Stereotype Threat for Women

Emerson, Katherine T. U.; Murphy, Mary C.

doi:10.1177/0146167214564969

Cited by 107Gender Diversity and InequalitySocial and Intergroup PsychologyMedia, Gender, and Advertising

A Company I Can Trust? Organizational Lay Theories Moderate Stereotype Threat for Women

Emerson, Katherine T. U., Murphy, Mary C.·2015·Personality and Social Psychology Bulletin

DOI 10.1177/0146167214564969

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Abstract

Women remain under-represented in the leadership of corporate America. According to stereotype threat theory, this under-representation may persist because women are concerned about being stereotyped in business settings. Three studies investigated whether an entity (fixed), compared with an incremental (malleable), organizational lay theory is threatening for women evaluating a consulting company. Men and women viewed a company mission statement or website containing an entity or incremental theory. Results revealed that women—more so than men—trusted the entity company less than the incremental company. Furthermore, only women’s mistrust of the entity company was driven by their expectations about being stereotyped by its management. Notably, when combined with high or low representations of female employees, only organizational lay theories predicted trust. Finally, people’s—particularly women’s—mistrust of the entity company led them to disengage more before interacting with a representative. Implications for women’s experiences and outcomes in workplace settings are discussed.

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Women demonstrated greater trust in and less disengagement from a consulting company when it espoused a growth rather than a fixed mindset.
“Specifically, women demonstrated greater trust in and less disengagement from a consulting company when it espoused a growth, rather than a fixed, mindset (Emerson & Murphy, 2015).”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Emerson & Murphy, 2015
Organizations that endorse growth beliefs by advocating that everyone can expand their intelligence and abilities can foster identity safety and combat stereotype threat.
“For example, organizations that endorse growth, as opposed to fixed, beliefs by advocating the belief that everyone can expand their intelligence and abilities can foster identity safety and combat stereotype threat.”
From Managing to clear the air: Stereotype threat, women, and leadership (2016) · cites this paper as Emerson & Murphy, 2015

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Authors: Emerson, K. T. U., & Murphy, M. C.
Affiliations: Indiana University Bloomington (US)
ORCID: Emerson, Katherine T. U.
Murphy, Mary C.
Venue: Personality and Social Psychology Bulletin
Publisher: SAGE Publications
Published: 2014-12-22
Volume: 41
Issue: 2
Pages: 295-307
ISSN: 0146-1672 (ISSN-L)
1552-7433
DOI: 10.1177/0146167214564969
OpenAlex: W2015428696
Cited by: 107
References: 52
Citations by year: 2026: 9 · 2025: 13 · 2024: 4 · 2023: 10 · 2022: 12 · 2021: 16 · 2020: 7 · 2019: 9 · 2018: 7 · 2017: 8 · 2016: 8 · 2015: 3 · 2014: 1
FWCI: 16.97
Type: journal article
Language: en
Open access: closed
Licence: journals.sagepub.com/page/policies/text-and-data-mining-license (tdm)
Locations: Personality and Social Psychology Bulletin (publishedVersion)
PubMed (publishedVersion)
Topics: Social Sciences › Gender Studies › Gender Diversity and Inequality
Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Social Sciences › Gender Studies › Media, Gender, and Advertising
Keywords: stereotype threat, entity theory, incremental theory, women in leadership, organizational trust, gender stereotypes, disengagement, consulting firms, corporate mission statements
MeSH terms: Female, Humans, Intelligence, Male, Sex Factors, Stereotyping, Organizational Culture, Trust

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A Company I Can Trust? Organizational Lay Theories Moderate Stereotype Threat for Women

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