Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
Although previous research has shown demographic bias in the workplace, there is still more to explore where those biases and stereotypes influence performance evaluations. There were 670 participants collected through Prolific, an online academic research platform. Participants reviewed one of four different job performance journals and rated the perceived performance of individuals in five different categories. The participants were randomly assigned to read through a short journal of a task of one of these conditions. The performance logs for the male and female role had both a masculine-stereotyped engineering manager or a feminine stereotyped nurse manager, making four conditions in total. This study hypothesized that male and females would be rated significantly lower when they were performing a role inconsistent with their typical gender stereotype. A 2 × 2 between subjects analysis of variance (ANOVA) was conducted between the Target Gender × Job Type on the overall rating scores and the primary halo scores. The findings did not support the hypothesis for the overall rating scores and the primary halo scores. Further research can focus on examining how stereotypes influence performance evaluations and how they interact with other workplace factors. Additionally, the research can further the explanation and appearance of stereotypes and when they can harm or help an individual.
Date
November 2026
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Halo Error in Performance Evaluations
Although previous research has shown demographic bias in the workplace, there is still more to explore where those biases and stereotypes influence performance evaluations. There were 670 participants collected through Prolific, an online academic research platform. Participants reviewed one of four different job performance journals and rated the perceived performance of individuals in five different categories. The participants were randomly assigned to read through a short journal of a task of one of these conditions. The performance logs for the male and female role had both a masculine-stereotyped engineering manager or a feminine stereotyped nurse manager, making four conditions in total. This study hypothesized that male and females would be rated significantly lower when they were performing a role inconsistent with their typical gender stereotype. A 2 × 2 between subjects analysis of variance (ANOVA) was conducted between the Target Gender × Job Type on the overall rating scores and the primary halo scores. The findings did not support the hypothesis for the overall rating scores and the primary halo scores. Further research can focus on examining how stereotypes influence performance evaluations and how they interact with other workplace factors. Additionally, the research can further the explanation and appearance of stereotypes and when they can harm or help an individual.
Department
University of Tennessee at Chattanooga. Dept. of Psychology