Ashleigh Rosette - Academia.edu (original) (raw)

Papers by Ashleigh Rosette

Academy of Management Proceedings

Journal of Personality and Social Psychology, 2022

A growing body of scholarship documents the intersectional nature of social stereotyping, with st... more A growing body of scholarship documents the intersectional nature of social stereotyping, with stereotype content being shaped by a target person's multiple social identities. However, conflicting findings in this literature highlight the need for a broader theoretical integration. For example, although there are contexts in which perceivers stereotype gay Black men and heterosexual Black men in very different ways, so too are there contexts in which perceivers stereotype these men in very similar ways. We develop and test an explanation for contradictory findings of this sort. In particular, we argue that perceivers have a repertoire of lenses in their minds-identity-specific schemas for categorizing others-and that characteristics of the perceiver and the social context determine which one of these lenses will be used to organize social perception. Perceivers who are using the lens of race, for example, are expected to attend to targets' racial identities so strongly that they barely attend, in these moments, to targets' other identities (e.g., their sexual orientations). Across six experiments, we show (a) that perceivers tend to use just one lens at a time when thinking about others, (b) that the lenses perceivers use can be singular and simplistic (e.g., the lens of gender by itself) or intersectional and complex (e.g., a race-by-gender lens, specifically), and (c) that different lenses can prescribe categorically distinct sets of stereotypes that perceivers use as frameworks for thinking about others. This lens-based account can resolve apparent contradictions in the literature on intersectional stereotyping, and it can likewise be used to generate novel hypotheses. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

This research employed two studies to examine how cultural values and norms influence the effecti... more This research employed two studies to examine how cultural values and norms influence the effectiveness of the strategic displays of emotions during negotiations. In cross-cultural settings, we evaluated whether the strategic display of emotion impacted the outcomes of negotiations. The display of positive emotion is consistent with the manner in which many Asian negotiators communicate respect through humility and deference. The major hypothesis is whether Asian negotiators who highly regard cultural values such as tradition and conformity would be more likely to accept an offer from an opposing party who displayed positive as opposed to negative emotion. Study 1 using Asian MBA students confirmed this hypothesis. Study 2 replicated this finding with a sample of Hong Kong executive managers and also found they were less likely to accept an offer from a negotiator displaying negative emotion than Israeli executive managers who did not hold humility and deference in such high regard....

Academy of Management Proceedings, 2020

Despite the fact that assessments of agentic perceptions are often central to gender and leadersh... more Despite the fact that assessments of agentic perceptions are often central to gender and leadership research, there is a surprising lack of consensus about (a) the contents, and (b) the underlying structure of the agency construct. To resolve theoretical and empirical ambiguities surrounding the construct, we conduct a systematic review of literature of agency and explore the underlying factor structure of agentic perceptions using exploratory factor analysis (Study 1). Confirmatory factor analyses across multiple independent samples (Studies 2 to 5) support a multidimensional measure of agency with six dimensions: Confidence, Aggression, Competence, Hardworking, Ambition, and Independence. These six dimensions in turn loaded on two higher order constructs: Agentic-Dominance and Agentic-Competence. Discriminant, convergent (Study 2), predictive (Study 3), test-retest (Study 4), and incremental validity (Study 5) are established using samples drawn from online survey panels, student ...

Grassroots efforts to speak up on behalf of marginalized individuals and attenuate bias against t... more Grassroots efforts to speak up on behalf of marginalized individuals and attenuate bias against them can effectively foster equality and inclusion in organizations. Moreover, employees’ behavioral ...

Women Leadership in Emerging Markets, 2017

Academy of Management Proceedings, 2020

Occupational membership and professional roles are increasingly central to workers in the contemp... more Occupational membership and professional roles are increasingly central to workers in the contemporary economy where longevity within one company is less normative (Anteby, Chan, & DiBenigno, 2016;...

Social Psychological and Personality Science, 2020

Across four studies, we demonstrate a bias against Black women with natural hairstyles in job rec... more Across four studies, we demonstrate a bias against Black women with natural hairstyles in job recruitment. In Study 1, participants evaluated profiles of Black and White female job applicants across a variety of hairstyles. We found that Black women with natural hairstyles were perceived to be less professional, less competent, and less likely to be recommended for a job interview than Black women with straightened hairstyles and White women with either curly or straight hairstyles. We replicated these findings in a controlled experiment in Study 2. In Study 3A and 3B, we found Black women with natural hairstyles received more negative evaluations when they applied for a job in an industry with strong dress norms. Taken together, this article advances the research on biases in the labor market in the age of social media use and highlights the importance of taking an intersectional approach when studying inequity in the workplace.

Journal of the American College of Radiology, 2019

Objective: Perceptions of agency and communality vary by race and gender, which may be contributi... more Objective: Perceptions of agency and communality vary by race and gender, which may be contributing to the persistent gender and racial inequality in radiology. The objective of this study was to determine if there are differences in the use of agentic and communal language in letters of recommendation for radiology residency programs based on the demographics of the applicant and letter writer. Methods: We retrospectively reviewed letters of recommendation for 736 diagnostic radiology residency applicants to Duke University from the 2015 to 2016 interview season. We then used computerized text analysis software to calculate the frequency of agentic and communal terms and multilevel negative binominal regression to compare differences in count by applicant and letter writer demographics. Results: We analyzed 2,624 letters of recommendation, comprising 976,489 words. The majority of applicants were male (75%, 549 of 736) and white or Asian (77%, 565 of 736). Letter writers, who were mostly male (75%, 1,979 of 2,624) and of senior rank (50%, 1,313 of 2,624), described female applicants as more agentic than men (incidence rate ratio [IRR] ¼ 1.08, P < .05) and described blacks and Latinx applicants as less agentic than whites and Asians (IRR ¼ 0.932, P < .05). Secondary analysis showed that female letters writers described applicants as more agentic (IRR ¼ 1.09, P < .05) and more communal (IRR ¼ 1.12, P < .01) than did male writers, and senior rank faculty used agentic (IRR ¼ 0.95, P < .05) and communal (IRR ¼ 0.88, P < .01) language less often than did junior faculty. Conclusion: The extent to which agentic and communal language is used in letters of recommendation for diagnostic radiology residency programs differs by applicant and letter writer demographics.

Academy of Management Proceedings, 2019

Academy of Management Proceedings, 2019

Journal of Experimental Social Psychology, 2018

Prior research has found that framing inequity as an ingroup advantage, but not as an outgroup di... more Prior research has found that framing inequity as an ingroup advantage, but not as an outgroup disadvantage, can lead the advantaged to be more supportive of redistributive policies towards disadvantaged groups. However, it is unclear whether these framing effects would occur in the same manner when inequity occurs between individuals. In two experiments, we test whether different inequity frames (self-focused vs. other-focused) can elicit different responses to advantageous inequity based on the level of inequity (individual-level vs. group-level) that is activated. In Study 1, we found that inequity frame and inequity level interactively predicted redistribution decisions, such that advantaged individuals engaged in more redistributive behaviors when the inequity was framed as another individual's disadvantage than when the inequity was framed as another group's disadvantage. These divergent effects occurred because individual-level inequity elicited less negative evaluation of others than group-level inequity in an other-focused frame (Study 2). These findings establish a boundary condition of previous research on inequity frame and highlight inequity level as an important moderator that affects advantaged individuals' willingness to engage in restorative behavior.

Oxford Handbooks Online, 2016

Despite the laws that protect employee rights, discrimination still persists in the workplace. Th... more Despite the laws that protect employee rights, discrimination still persists in the workplace. This chapter examines individual-level factors that may influence subtle discrimination in the workplace. More specifically, it examines how social categories tend to perpetuate the use of stereotypes and reviews contemporary theories of subtle prejudice and discrimination. In addition, the chapter divides discrimination in the workplace along two dimensions, gateways and pathways, and examines the extent to which stereotypes, prejudice, and social categorization processes influence subtle discrimination at these critical junctures in an individual’s career. Finally, it considers the extent to which individual differences may influence a person’s propensity toward prejudice and discrimination.

Psychological Science, 2013

Researchers have suggested that viewing social inequity as dominant-group privilege (rather than ... more Researchers have suggested that viewing social inequity as dominant-group privilege (rather than subordinate-group disadvantage) enhances dominant-group members’ support for social policies aimed at lessening such inequity. However, because viewing inequity as dominant-group privilege can be damaging to dominant-group members’ self-images, this perspective is frequently resisted. In the research reported here, we explored the circumstances that enhance the likelihood of dominant-group members’ viewing inequity as privilege. Because social hierarchies have multiple vertical dimensions, individuals may have high status on one dimension but low status on another. We predicted that occupying a subordinate position on one dimension of social hierarchy could enhance perceptions of one’s own privilege on a different dimension of hierarchy, but that this tendency would be diminished among individuals who felt they had achieved a particularly high level of success. Results from three studies...

Organization Science, 2013

Racial slurs are prevalent in organizations; however, the social context in which racial slurs ar... more Racial slurs are prevalent in organizations; however, the social context in which racial slurs are exchanged remains poorly understood. To address this limitation, we integrate three intergroup theories (social dominance, gendered prejudice, and social identity) and complement the traditional emphasis on aggressors and targets with an emphasis on observers. In three studies, we test two primary expectations: (1) when racial slurs are exchanged, whites will act in a manner more consistent with social dominance than blacks; and (2) this difference will be greater for white and black men than for white and black women. In a survey (n = 471), we show that whites are less likely to be targets of racial slurs and are more likely to target blacks than blacks are to target them. We also show that the difference between white and black men is greater than the difference between white and black women. In an archival study that spans five years (n = 2,480), we found that white men are more lik...

Journal of Applied Psychology, 2008

Four experiments investigated whether race is perceived to be part of the business leader prototy... more Four experiments investigated whether race is perceived to be part of the business leader prototype, and if so, whether it could explain differences in evaluations of White and non-White leaders. The first two studies revealed that "being White" is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than non-leaders were White, and this inference occurred regardless of base-rates about the organization's racial composition (Study 1), the racial composition of organizational roles, the business industry, and the types of racial minority groups in the organization (Study 2). The final two studies revealed that a leader categorization explanation could best account for differences in White and non-White leader evaluations, where White targets were evaluated as more effective leaders (Study 3) and as having more leadership potential (Study 4), but only when the leader had recently been given credit for organizational success, consistent with the prediction that leader prototypes are more likely to be used when they confirm and reinforce individualized information about a leader's performance. The results demonstrate a connection between leader race and leadership categorization.

Academy of Management Proceedings

Journal of Personality and Social Psychology, 2022

A growing body of scholarship documents the intersectional nature of social stereotyping, with st... more A growing body of scholarship documents the intersectional nature of social stereotyping, with stereotype content being shaped by a target person's multiple social identities. However, conflicting findings in this literature highlight the need for a broader theoretical integration. For example, although there are contexts in which perceivers stereotype gay Black men and heterosexual Black men in very different ways, so too are there contexts in which perceivers stereotype these men in very similar ways. We develop and test an explanation for contradictory findings of this sort. In particular, we argue that perceivers have a repertoire of lenses in their minds-identity-specific schemas for categorizing others-and that characteristics of the perceiver and the social context determine which one of these lenses will be used to organize social perception. Perceivers who are using the lens of race, for example, are expected to attend to targets' racial identities so strongly that they barely attend, in these moments, to targets' other identities (e.g., their sexual orientations). Across six experiments, we show (a) that perceivers tend to use just one lens at a time when thinking about others, (b) that the lenses perceivers use can be singular and simplistic (e.g., the lens of gender by itself) or intersectional and complex (e.g., a race-by-gender lens, specifically), and (c) that different lenses can prescribe categorically distinct sets of stereotypes that perceivers use as frameworks for thinking about others. This lens-based account can resolve apparent contradictions in the literature on intersectional stereotyping, and it can likewise be used to generate novel hypotheses. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

This research employed two studies to examine how cultural values and norms influence the effecti... more This research employed two studies to examine how cultural values and norms influence the effectiveness of the strategic displays of emotions during negotiations. In cross-cultural settings, we evaluated whether the strategic display of emotion impacted the outcomes of negotiations. The display of positive emotion is consistent with the manner in which many Asian negotiators communicate respect through humility and deference. The major hypothesis is whether Asian negotiators who highly regard cultural values such as tradition and conformity would be more likely to accept an offer from an opposing party who displayed positive as opposed to negative emotion. Study 1 using Asian MBA students confirmed this hypothesis. Study 2 replicated this finding with a sample of Hong Kong executive managers and also found they were less likely to accept an offer from a negotiator displaying negative emotion than Israeli executive managers who did not hold humility and deference in such high regard....

Academy of Management Proceedings, 2020

Despite the fact that assessments of agentic perceptions are often central to gender and leadersh... more Despite the fact that assessments of agentic perceptions are often central to gender and leadership research, there is a surprising lack of consensus about (a) the contents, and (b) the underlying structure of the agency construct. To resolve theoretical and empirical ambiguities surrounding the construct, we conduct a systematic review of literature of agency and explore the underlying factor structure of agentic perceptions using exploratory factor analysis (Study 1). Confirmatory factor analyses across multiple independent samples (Studies 2 to 5) support a multidimensional measure of agency with six dimensions: Confidence, Aggression, Competence, Hardworking, Ambition, and Independence. These six dimensions in turn loaded on two higher order constructs: Agentic-Dominance and Agentic-Competence. Discriminant, convergent (Study 2), predictive (Study 3), test-retest (Study 4), and incremental validity (Study 5) are established using samples drawn from online survey panels, student ...

Grassroots efforts to speak up on behalf of marginalized individuals and attenuate bias against t... more Grassroots efforts to speak up on behalf of marginalized individuals and attenuate bias against them can effectively foster equality and inclusion in organizations. Moreover, employees’ behavioral ...

Women Leadership in Emerging Markets, 2017

Academy of Management Proceedings, 2020

Occupational membership and professional roles are increasingly central to workers in the contemp... more Occupational membership and professional roles are increasingly central to workers in the contemporary economy where longevity within one company is less normative (Anteby, Chan, & DiBenigno, 2016;...

Social Psychological and Personality Science, 2020

Across four studies, we demonstrate a bias against Black women with natural hairstyles in job rec... more Across four studies, we demonstrate a bias against Black women with natural hairstyles in job recruitment. In Study 1, participants evaluated profiles of Black and White female job applicants across a variety of hairstyles. We found that Black women with natural hairstyles were perceived to be less professional, less competent, and less likely to be recommended for a job interview than Black women with straightened hairstyles and White women with either curly or straight hairstyles. We replicated these findings in a controlled experiment in Study 2. In Study 3A and 3B, we found Black women with natural hairstyles received more negative evaluations when they applied for a job in an industry with strong dress norms. Taken together, this article advances the research on biases in the labor market in the age of social media use and highlights the importance of taking an intersectional approach when studying inequity in the workplace.

Journal of the American College of Radiology, 2019

Objective: Perceptions of agency and communality vary by race and gender, which may be contributi... more Objective: Perceptions of agency and communality vary by race and gender, which may be contributing to the persistent gender and racial inequality in radiology. The objective of this study was to determine if there are differences in the use of agentic and communal language in letters of recommendation for radiology residency programs based on the demographics of the applicant and letter writer. Methods: We retrospectively reviewed letters of recommendation for 736 diagnostic radiology residency applicants to Duke University from the 2015 to 2016 interview season. We then used computerized text analysis software to calculate the frequency of agentic and communal terms and multilevel negative binominal regression to compare differences in count by applicant and letter writer demographics. Results: We analyzed 2,624 letters of recommendation, comprising 976,489 words. The majority of applicants were male (75%, 549 of 736) and white or Asian (77%, 565 of 736). Letter writers, who were mostly male (75%, 1,979 of 2,624) and of senior rank (50%, 1,313 of 2,624), described female applicants as more agentic than men (incidence rate ratio [IRR] ¼ 1.08, P < .05) and described blacks and Latinx applicants as less agentic than whites and Asians (IRR ¼ 0.932, P < .05). Secondary analysis showed that female letters writers described applicants as more agentic (IRR ¼ 1.09, P < .05) and more communal (IRR ¼ 1.12, P < .01) than did male writers, and senior rank faculty used agentic (IRR ¼ 0.95, P < .05) and communal (IRR ¼ 0.88, P < .01) language less often than did junior faculty. Conclusion: The extent to which agentic and communal language is used in letters of recommendation for diagnostic radiology residency programs differs by applicant and letter writer demographics.

Academy of Management Proceedings, 2019

Academy of Management Proceedings, 2019

Journal of Experimental Social Psychology, 2018

Prior research has found that framing inequity as an ingroup advantage, but not as an outgroup di... more Prior research has found that framing inequity as an ingroup advantage, but not as an outgroup disadvantage, can lead the advantaged to be more supportive of redistributive policies towards disadvantaged groups. However, it is unclear whether these framing effects would occur in the same manner when inequity occurs between individuals. In two experiments, we test whether different inequity frames (self-focused vs. other-focused) can elicit different responses to advantageous inequity based on the level of inequity (individual-level vs. group-level) that is activated. In Study 1, we found that inequity frame and inequity level interactively predicted redistribution decisions, such that advantaged individuals engaged in more redistributive behaviors when the inequity was framed as another individual's disadvantage than when the inequity was framed as another group's disadvantage. These divergent effects occurred because individual-level inequity elicited less negative evaluation of others than group-level inequity in an other-focused frame (Study 2). These findings establish a boundary condition of previous research on inequity frame and highlight inequity level as an important moderator that affects advantaged individuals' willingness to engage in restorative behavior.

Oxford Handbooks Online, 2016

Despite the laws that protect employee rights, discrimination still persists in the workplace. Th... more Despite the laws that protect employee rights, discrimination still persists in the workplace. This chapter examines individual-level factors that may influence subtle discrimination in the workplace. More specifically, it examines how social categories tend to perpetuate the use of stereotypes and reviews contemporary theories of subtle prejudice and discrimination. In addition, the chapter divides discrimination in the workplace along two dimensions, gateways and pathways, and examines the extent to which stereotypes, prejudice, and social categorization processes influence subtle discrimination at these critical junctures in an individual’s career. Finally, it considers the extent to which individual differences may influence a person’s propensity toward prejudice and discrimination.

Psychological Science, 2013

Researchers have suggested that viewing social inequity as dominant-group privilege (rather than ... more Researchers have suggested that viewing social inequity as dominant-group privilege (rather than subordinate-group disadvantage) enhances dominant-group members’ support for social policies aimed at lessening such inequity. However, because viewing inequity as dominant-group privilege can be damaging to dominant-group members’ self-images, this perspective is frequently resisted. In the research reported here, we explored the circumstances that enhance the likelihood of dominant-group members’ viewing inequity as privilege. Because social hierarchies have multiple vertical dimensions, individuals may have high status on one dimension but low status on another. We predicted that occupying a subordinate position on one dimension of social hierarchy could enhance perceptions of one’s own privilege on a different dimension of hierarchy, but that this tendency would be diminished among individuals who felt they had achieved a particularly high level of success. Results from three studies...

Organization Science, 2013

Racial slurs are prevalent in organizations; however, the social context in which racial slurs ar... more Racial slurs are prevalent in organizations; however, the social context in which racial slurs are exchanged remains poorly understood. To address this limitation, we integrate three intergroup theories (social dominance, gendered prejudice, and social identity) and complement the traditional emphasis on aggressors and targets with an emphasis on observers. In three studies, we test two primary expectations: (1) when racial slurs are exchanged, whites will act in a manner more consistent with social dominance than blacks; and (2) this difference will be greater for white and black men than for white and black women. In a survey (n = 471), we show that whites are less likely to be targets of racial slurs and are more likely to target blacks than blacks are to target them. We also show that the difference between white and black men is greater than the difference between white and black women. In an archival study that spans five years (n = 2,480), we found that white men are more lik...

Journal of Applied Psychology, 2008

Four experiments investigated whether race is perceived to be part of the business leader prototy... more Four experiments investigated whether race is perceived to be part of the business leader prototype, and if so, whether it could explain differences in evaluations of White and non-White leaders. The first two studies revealed that "being White" is perceived to be an attribute of the business leader prototype, where participants assumed that business leaders more than non-leaders were White, and this inference occurred regardless of base-rates about the organization's racial composition (Study 1), the racial composition of organizational roles, the business industry, and the types of racial minority groups in the organization (Study 2). The final two studies revealed that a leader categorization explanation could best account for differences in White and non-White leader evaluations, where White targets were evaluated as more effective leaders (Study 3) and as having more leadership potential (Study 4), but only when the leader had recently been given credit for organizational success, consistent with the prediction that leader prototypes are more likely to be used when they confirm and reinforce individualized information about a leader's performance. The results demonstrate a connection between leader race and leadership categorization.