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The Effects of Perspective Taking Implementing Intentions on Employee Evaluations and Hostile Sexism

The current research examined whether gender bias in the workplace could be reduced through perspective taking implementation intentions, which are if–then statements that specify how to accomplish goals.

Published onJan 06, 2020
The Effects of Perspective Taking Implementing Intentions on Employee Evaluations and Hostile Sexism
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Abstract

The current research examined whether gender bias in the workplace could be reduced through perspective taking implementation intentions, which are if–then statements that specify how to accomplish goals (Gollwitzer, 1999). Amazon MTurk participants (N = 180, 53% male) learned they would complete a two-step performance review for a consulting company. Prior to receiving a male or female employee’s record, all participants were given a goal strategy to be fair in their review, with half also receiving an if–then strategy that encouraged perspective taking. Participants rated the employee on three work related dimensions (skillset, performance, and traits), provided an overall promotion recommendation, and completed the Ambivalent Sexism Inventory (Glick & Fiske, 1996). Although we did not find evidence of gender bias on the work measures, we found that the implementation intention strategy resulted in more positive employee evaluations overall and less hostile sexism than a simple goal strategy. We discuss the potential organizational benefits of employing perspective taking implementation intentions.

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Mendoza, S. A., Skorinko, J. L., Martin, S. A., & Martone, L. E. (2019). The effects of perspective taking implementing intentions on employee evaluations and hostile sexism. Personnel Assessment and Decisions5(2), 55-63. https://doi.org/10.25035/pad.2019.02.007

*denotes a WPI undergraduate student author

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