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Adrian Stanciu

Stereotype based faultlines : The effects of a stereotypically-consistent composition of groups on inter-group relations. Adrian Stanciu. San Andreas Faultline. Retrieved from Google images. Diversity Faultline. Retrieved from Google images. Lau & Murnighan , 1998.

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Adrian Stanciu

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  1. Stereotype based faultlines: The effects of a stereotypically-consistent composition of groups on inter-group relations Adrian Stanciu

  2. San Andreas Faultline Retrieved from Google images

  3. Diversity Faultline Retrieved from Google images Lau & Murnighan, 1998

  4. Diversity in Work Teams/Groups Van Knippenberg, De Dreu, & Homan, 2004 • on social attributes: gender and ethnicity • detrimental to collaboration/performance • on information attributes: skills and knowledge • beneficial for collaboration/performance • social attributes are disruptive to the potency of information attributes

  5. Collaboration/Performance in Teams/Groups Lau & Murnighan, 2005; Pearsall, Ellis, & Evans, 2008; Sawyer, Houlette & Yeagley, 2006; Stanciu, 2015; Thatcher & Patel, 2005 diversity > homogeneity > faultlines faultines on social attributes = usually detrimental faultlines on information attributes = usually detrimental mixed-faultlines = usually detrimental

  6. Stereotype Based Faultlines Phillips & Loyd, 2006; Phillips, 2003; Chatman, Polzer, Barsade, & Margaret, 1998 • Hierarchical assumption: • social attributes trigger expectations about information attributes • Congruent assumption: • similarities on a social attribute can elicit expectations of similarities on an information attribute

  7. Stereotype Based Faultlines Phillips & Loyd, 2006; Phillips, 2003; Chatman, Polzer, Barsade, & Margaret, 1998; cf. Stanciu, in press • Hierarchical assumption: • social attributes trigger expectations about information attributes • Congruent assumption: • similarities on a social attribute can elicit expectations of similarities on an information attribute • Social attributes can elicit stereotypical expectations about information attributes

  8. Stereotyping & Inter-group Conflict Retrieved from Google images

  9. Stereotype Based Faultlines: Initial Empirical Evidence Stanciu,in press

  10. Stereotype Based Faultlines and Collaboration/Performance Stanciu,in press

  11. Method Cacioppo, Petty, & Kao, 1984; Scheepers, Spears, Doosje, & Manstead, 2006 • Design: 2 Faultline (consistent vs. inconsistent) X 2 Task-stereotypicality (stereotypical vs. non-stereotypical) x 2 [NFC (high vs. low)] • Participants:85 females (Mage = 21.65, SD = 2.36) • NFC, 18 items • “I prefer complex to simple problems”; “I usually end up deliberating about issues even when they do not affect me personally” • (1 = extremely uncharacteristic of me; 7 = extremely characteristic of me) • symbolic out-group derogation, 3 items • born to be losers, little chances to find a solution, difficulties in succeeding • (1 = not at all; 100 = very much)

  12. Manipulation materials

  13. Task manipulation materialShown = stereotypical consistent faultline

  14. Manipulation checks • Faultline (problem solving style) • Gender typicality, t(83)= 18.42, p < .001, d = 4.02 • Intuitive style as more female • Degree of believability, t(83) = 0.34, p = .73, d = 0.07 • Equally believable • Task • Gender typicality, t(83) = 10.14, p < .001, d = 2.20 • Fragrance as more female typical • Degree of believability, t(83) = -1.18, p = .24, d = -0.25 • Equally believable

  15. Results

  16. Out-group derogation:Main effect of Stereotype Based Faultlines t(83) = 1.67, p = .05, d = 0.36, Mstereotype consistent = 22.81 (SD = 17.19), Mstereotype inconsistent = 17.35 (SD = 12.65).

  17. Out-group derogation:Faultline x Task Stereotypicality x NFC Table 2. Summary of the hierarchical three-step regression Note. b = standardized values, NFC = need for cognition, p significant at p < .10, * significant at p < .05, ** significant at p < .01

  18. Out-group derogation:Faultline x Task Stereotypicality x NFC

  19. Out-group derogation:Faultline x Task Stereotypicality x NFC

  20. Limitations and Future Research Aronson, 1990; Feingold, 1994; Henrich, Heine, & Norenzayan, 2010; Nosek, Spies, & Motyl, 2012 Validity and reliability of assessing Stereotype Based Faultline = more systematic research Only on female participants and student samples No actual team; a dynamic interaction may reveal more insights Post-hoc Power = 56%; desire sample N = 136

  21. Theoretical Implications Convergent multiple identities Roccas & Brewer, 2002; Brewer & Pierce, 2005 Contexts can enhance the stereotype activation NFC can act as a buffer to stereotype application

  22. Practical Implications Failing to recognize the stereotypical consistency of groups can disrupt the benefits of diversity Failing to consider the stereotypicality of a task/context can disrupt the benefits of diversity Awareness of personality/thinking styles across members of a team can help managers harvest the benefits of diversity, in spite of team composition or task requirements

  23. Thank you stanciu@bigsss-bremen.de

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