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

Purpose – The 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/approach – This 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. Findings – The results suggest that the endorsement of a negative Turkish stereotype significantly predicts suitability ratings for highly qualified Turkish candidates. Research limitations/implications – Stereotype endorsement should be considered when investigating, and making claims about the impact of demographic characteristics on evaluative workplace outcomes. Practical implications – In the service of diversity, organizations should be acutely aware of how stereotyping may impact human resources processes. Originality/value – This 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.