THE STIGMA OF AFFIRMATIVE ACTION: A STEREOTYPING-BASED THEORY AND META-ANALYTIC TEST OF THE CONSEQUENCES FOR PERFORMANCE

• 成果类型: Article
• 署名作者: Leslie, Lisa M.; Mayer, David M.; Kravitz, David A.
• 署名单位: New York University; University of Michigan System; University of Michigan; George Mason University
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2011.0940
• 发表日期: 2014
• 页码: 964-989
• 关键词: FILE DRAWER PROBLEM; PREFERENTIAL SELECTION; DIVERSITY MANAGEMENT; UNIVERSAL DIMENSIONS; SELF-PERCEPTIONS; social identity; ACTION PROGRAMS; threat; GENDER; STIGMATIZATION

摘要

Affirmative action plans (AAPs) are designed to facilitate workplace success for members of the groups they target (e.g., women, ethnic minorities), yet may have the ironic effect of stigmatizing AAP targets and, in turn, decreasing their performance outcomes. Prior work has focused on the stigma of incompetence as the primary mechanism that links AAPs to performance; however, the broader social psychological literature suggests that additional mechanisms may also play a role. We use stereotyping theories to develop a more comprehensive model of the pathways through which AAPs limit targets' performance outcomes. Drawing from the stereotype content model, we propose that the negative effect of AAPs on others' evaluations of targets' performance is driven by perceptions of incompetence and low warmth. Drawing from stereotype threat theory, we propose that the negative effect of AAPs on targets' self-evaluated and objective performance is driven by perceptions of low self-competence, negative state affect, and perceived stereotyping by others. Meta-analytic path analyses support our hypotheses. Our theory and findings demonstrate that multiple mechanisms explain the negative consequences of AAPs for targets' performance outcomes, highlight differences in reactions to AAP targets by others versus the self, and provide insight into preventing the unintended negative effects of AAPs.