•How are extreme difficult tests that are required for selection into a high-management job avoid stereotype and discrimination/bias effects in order to maintain a 4/5th rule at minimum? Especially since this study’s results display an effect of women doing worse on highly difficult tests.
I was surprised to see the strong group differences on ability tests among the control group conditions, and that the differences in test performance between majority/minority and men/women were not terribly great in control vs. stereotype threat-activated vs. stereotype threat-removed conditions. This suggests to me that stereotype threats are a real problem that we must address in personnel selection. Nguyen and Ryan discussed the need to address subtle stereotype threat cues that can be a problem in an organizational setting. What are some ways that we can identify these subtle stereotype threat cues? How can we attempt to eliminate them in an employment testing setting?
Do you think making minority and female applicants aware of stereotype threat help them to do better on selection tests or do you think this could make it worse?
How well does stereotype threat generalize to multiple situations? That is, how many/what kind of different environments elicit stereotype threat? Are white people immune to stereotype threat? What would they be threatened by? What situation or stereotype?
Is there an underlying assumption of the stability of attitudes and perceptions implicit in the study of stereotype threat? Might the instability of attitudes across individuals and situations account for some of the variance in effect sizes found in the stereotype threat studies?
This was a good example of meta-analysis and explanation of criteria for inclusion/exclusion of studies as well as the search for moderators that we talked about in VG. The authors conclude that ST seems to be a “partial explanation of observed between-group gaps in cognitive ability test performance.” We still need to work on understanding the underlying psychological processes (e.g anxiety or off-task thinking; drop in efficacy or motivation?). I valued the point made that little evidence was gathered about experimenter effects. What could be implications of experimenter effects on ST in employment testing situations?
Women and minorities tend to be susceptible to stereotype threat depending on the situation. We also know that certain selection tests show cultural bias. How do manage these issues in practice?
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ReplyDelete•How are extreme difficult tests that are required for selection into a high-management job avoid stereotype and discrimination/bias effects in order to maintain a 4/5th rule at minimum? Especially since this study’s results display an effect of women doing worse on highly difficult tests.
ReplyDeleteI was surprised to see the strong group differences on ability tests among the control group conditions, and that the differences in test performance between majority/minority and men/women were not terribly great in control vs. stereotype threat-activated vs. stereotype threat-removed conditions. This suggests to me that stereotype threats are a real problem that we must address in personnel selection. Nguyen and Ryan discussed the need to address subtle stereotype threat cues that can be a problem in an organizational setting. What are some ways that we can identify these subtle stereotype threat cues? How can we attempt to eliminate them in an employment testing setting?
ReplyDeleteDo you think making minority and female applicants aware of stereotype threat help them to do better on selection tests or do you think this could make it worse?
ReplyDeleteHow well does stereotype threat generalize to multiple situations? That is, how many/what kind of different environments elicit stereotype threat? Are white people immune to stereotype threat? What would they be threatened by? What situation or stereotype?
ReplyDeleteIs there an underlying assumption of the stability of attitudes and perceptions implicit in the study of stereotype threat? Might the instability of attitudes across individuals and situations account for some of the variance in effect sizes found in the stereotype threat studies?
ReplyDeleteThis was a good example of meta-analysis and explanation of criteria for inclusion/exclusion of studies as well as the search for moderators that we talked about in VG.
ReplyDeleteThe authors conclude that ST seems to be a “partial explanation of observed between-group gaps in cognitive ability test performance.”
We still need to work on understanding the underlying psychological processes (e.g anxiety or off-task thinking; drop in efficacy or motivation?).
I valued the point made that little evidence was gathered about experimenter effects. What could be implications of experimenter effects on ST in employment testing situations?
Women and minorities tend to be susceptible to stereotype threat depending on the situation. We also know that certain selection tests show cultural bias. How do manage these issues in practice?
ReplyDelete