Author Date

2019-07-10

Degree Name

BA

Department

Management

College

Marriott School of Management

Defense Date

2019-04-17

Publication Date

2019-07-10

First Faculty Advisor

Dr. Taeya Howell

First Faculty Reader

Dr. Shad Morris

Honors Coordinator

Dr. Mark Hansen

Keywords

human resources, talent management, positive stereotype, stereotype, Asian American, leadership, competence, potential, high potential

Abstract

For many years, Asian Americans have been positively stereotyped as the most successful racial group in America. Yet, very few Asian Americans occupy top leadership positions. This research investigates how positive stereotyping affects managers’ perception towards Asian Americans’ level of competence and potential for leadership. I conducted a scenario study with a sample of 315 people working and residing in the United States. These participants assumed the role of decisions makers and were presented with information about job applicants where the variable data (i.e. race) was manipulated. Based on the differences in ratings on Asian Americans and non-Asian Americans, I found that Asian Americans continue to be positively stereotyped in workplaces. They were also perceived to be more competent, and contrary to my hypothesis, were considered to have a higher potential for leadership compared to White Americans. This study sheds light on the impact of positive stereotyping and provides implications on managers’ role in promoting organizational health through biases elimination and inclusion efforts.

Share

COinS