Examining the effect of negative Turkish stereotypes on evaluative workplace outcomes in Germany

Abstract

PurposeThe purpose of this paper is to assess the impact that negative stereotypes have on suitability ratings of Turkish applicants in a simulated hiring scenario.Design/methodology/approachThis paper utilizes a within subjects experimental design in which participants assessed four fictitious male candidates ostensibly applying for a managerial position; two of German descent, two of Turkish descent. Participants also completed a newly developed measure designed to assess the degree to which people endorse negative stereotypes of Turkish males in managerial positions.FindingsThe results suggest that the endorsement of a negative Turkish stereotype significantly predicts suitability ratings for highly qualified Turkish candidates.Research limitations/implicationsStereotype endorsement should be considered when investigating, and making claims about the impact of demographic characteristics on evaluative workplace outcomes.Practical implicationsIn the service of diversity, organizations should be acutely aware of how stereotyping may impact human resources processes.Originality/valueThis paper adds to the literature regarding the impact of bias on evaluative workplace outcomes, furthering the notion that explicitly endorsed stereotypes do indeed affect such outcomes.