Scholars@Duke
Ashleigh Shelby Rosette

Ashleigh Shelby Rosette

James L. Vincent Distinguished Professor of Leadership
Fuqua School of Business
ashleighshelby.rosette@duke.edu
Box 90120, Durham, NC 27708-0120
A230 Fuqua Sch of Business, Durham, NC 27708

Selected Publications

From primary to pluralistic: A typology of intersectionality.

Journal Article Current opinion in psychology · February 2025 Intersectionality has emerged as an important theoretical concept for examining overlapping social hierarchies and has garnered varying interpretations and applications in scholarly discourse. To help organize varied definitions of intersectionality that a ... Full text Cite

Asking for less (but receiving more): Women avoid impasses and outperform men when negotiators have weak alternatives.

Journal Article The Journal of applied psychology · July 2024 Both research and conventional wisdom suggest that, due to their relational orientation, women are less likely than men to engage in agentic and assertive behaviors, leading them to underperform in zero-sum, distributive negotiations where one party's gain ... Full text Cite

Sincere solidarity or performative pretense? Evaluations of organizational allyship

Journal Article Organizational Behavior and Human Decision Processes · January 1, 2024 Although organizations increasingly seek to communicate allyship with the Black community, their ally statements can receive vastly different responses from Black observers. We develop and test a theoretical model outlining key drivers of allyship evaluati ... Full text Cite

Gender and Language in Letters of Recommendation for Obstetrics and Gynecology Fellowship Applications.

Journal Article J Surg Educ · October 2023 OBJECTIVE: To delineate the use of gender-biased language in letters of recommendation for Obstetrics and Gynecology fellowships and its impact on applicants. DESIGN: Fellowship letters of recommendation from 4 Obstetrics and Gynecology specialties at a si ... Full text Link to item Cite

Are leaders still presumed white by default? Racial bias in leader categorization revisited.

Journal Article The Journal of applied psychology · February 2023 In the United States, leaders of the highest valued companies, best-ranked universities, and most-consumed media outlets are more likely to be White than what would be expected based on White people's representation in the U.S. population. One explanation ... Full text Cite

Reconciling female agentic advantage and disadvantage with the CADDIS measure of agency.

Journal Article The Journal of applied psychology · December 2022 Contradictory findings about whether agentic women are penalized or rewarded persist in gender and leadership research. To account for these divergent effects, we distinguish between agentic traits that people believe female leaders ought to possess (i.e., ... Full text Cite

Through the looking glass: A lens-based account of intersectional stereotyping.

Journal Article Journal of personality and social psychology · October 2022 [Correction Notice: An Erratum for this article was reported in Vol 123(4) of Journal of Personality and Social Psychology (see record 2023-02979-003). In the article, a coding error that impacted the results of Experiments 2a and 2b has been correc ... Full text Cite

“INVISIBLE” DISCRIMINATION: DIVERGENT OUTCOMES FOR THE NONPROTOTYPICALITY OF BLACK WOMEN

Journal Article Academy of Management Journal · July 1, 2022 By integrating the intersectional invisibility hypothesis with the behaviors from intergroup affect and stereotypes map framework, we examine the extent to which Black women's dual-subordinated identities render them nonprototypical victims of discriminati ... Full text Cite

The Natural Hair Bias in Job Recruitment

Journal Article Social Psychological and Personality Science · July 1, 2021 Across four studies, we demonstrate a bias against Black women with natural hairstyles in job recruitment. In Study 1, participants evaluated profiles of Black and White female job applicants across a variety of hairstyles. We found that Black women with n ... Full text Cite

Gender and Racial Bias in Radiology Residency Letters of Recommendation.

Journal Article J Am Coll Radiol · January 2020 OBJECTIVE: Perceptions of agency and communality vary by race and gender, which may be contributing to the persistent gender and racial inequality in radiology. The objective of this study was to determine if there are differences in the use of agentic and ... Full text Link to item Cite

Stigmatization, subordination, or marginalization? The complexity of social disadvantage across gender and race

Chapter · January 1, 2020 The central assumption of this chapter is that a focus on the comparative degree of hardship among socially disadvantaged groups does little to advance our understanding of the persistence of disadvantage in general, or the ways in which organizations can ... Full text Cite

Framing advantageous inequity with a focus on others: A catalyst for equity restoration

Journal Article Journal of Experimental Social Psychology · May 1, 2018 Prior research has found that framing inequity as an ingroup advantage, but not as an outgroup disadvantage, can lead the advantaged to be more supportive of redistributive policies towards disadvantaged groups. However, it is unclear whether these framing ... Full text Cite

Intersectionality: Connecting experiences of gender with race at work

Journal Article Research in Organizational Behavior · January 1, 2018 In recent years, research from various disciplines, including social psychology, sociology, economics, gender studies, and organizational behavior, has illuminated the importance of considering the various ways in which multiple social categories intersect ... Full text Cite

Race matters for women leaders: Intersectional effects on agentic deficiencies and penalties

Journal Article Leadership Quarterly · June 1, 2016 A significant amount of the research on two types of biases against women leaders-agentic deficiency (perceptions that women have minimal leadership potential) and agentic penalty (backlash for counter-stereotypical behavior)-has generally presumed that th ... Full text Cite

Are male leaders penalized for seeking help? The influence of gender and asking behaviors on competence perceptions

Journal Article Leadership Quarterly · October 1, 2015 This study draws on research derived from role congruity theory (RCT) and the status incongruity hypothesis (SIH) to test the prediction that male leaders who seek help will be evaluated as less competent than male leaders who do not seek help. In a field ... Full text Cite

Subtle discrimination in the workplace: Individual- level factors and processes

Chapter · February 3, 2015 Despite the laws that protect employee rights, discrimination still persists in the workplace. This chapter examines individual- level factors that may influence subtle discrimination in the workplace. More specifically, it examines how social categories t ... Full text Cite

Good Grief! Anxiety Sours the Economic Benefits of First Offers

Journal Article Group Decision and Negotiation · January 1, 2014 Two studies tested whether making first offers influences negotiators' feelings of anxiety and their sense of satisfaction. The results of Study 1 show that the strategy of making the first offer led to decreased levels of satisfaction with the negotiation ... Full text Cite

Why do racial slurs remain prevalent in the workplace? Integrating theory on intergroup behavior

Journal Article Organization Science · October 14, 2013 Racial slurs are prevalent in organizations; however, the social context in which racial slurs are exchanged remains poorly understood. To address this limitation, we integrate three intergroup theories (social dominance, gendered prejudice, and social ide ... Full text Cite

Perceiving social inequity: when subordinate-group positioning on one dimension of social hierarchy enhances privilege recognition on another.

Journal Article Psychological science · August 2013 Researchers have suggested that viewing social inequity as dominant-group privilege (rather than subordinate-group disadvantage) enhances dominant-group members' support for social policies aimed at lessening such inequity. However, because viewing inequit ... Full text Cite

Failure is not an option for Black women: Effects of organizational performance on leaders with single versus dual-subordinate identities

Journal Article Journal of Experimental Social Psychology · September 1, 2012 We contribute to a current debate that focuses on whether individuals with more than one subordinate identity (i.e., Black women) experience more negative leader perceptions than do leaders with single-subordinate identities (i.e., Black men and White wome ... Full text Cite

When Cultures Clash Electronically: The Impact of Email and Social Norms on Negotiation Behavior and Outcomes

Journal Article Journal of Cross-Cultural Psychology · May 1, 2012 This research examines the extent to which the email medium exacerbates the aggressiveness of opening offers made by negotiators from two distinct cultures. Hypotheses derived from negotiation, communication, and culture research predict that Hong Kong Chi ... Full text Cite

Can an agentic Black woman get ahead? The impact of race and interpersonal dominance on perceptions of female leaders.

Journal Article Psychological science · April 2012 Prior research has demonstrated that the display of agentic behaviors, such as dominance, can produce backlash against female leaders because of the incongruence between these behaviors and prescribed gender roles. The current study was designed to fill a ... Full text Cite

Explaining bias against black leaders: Integrating theory on information processing and goal-based stereotyping

Journal Article Academy of Management Journal · December 1, 2011 Approaches related to inference-based processing (e.g., romance-of-leadership theory) would suggest that black leaders are evaluated positively after success. In contrast, approaches related to recognition-based processing (e.g., leader categorization theo ... Full text Cite

Agentic women and communal leadership: how role prescriptions confer advantage to top women leaders.

Journal Article The Journal of applied psychology · March 2010 The authors contribute to the ongoing debate about the existence of a female leadership advantage by specifying contextual factors that moderate the likelihood of the emergence of such an advantage. The investigation considered whether the perceived role i ... Full text Cite

The White standard: racial bias in leader categorization.

Journal Article The Journal of applied psychology · July 2008 In 4 experiments, the authors investigated whether race is perceived to be part of the business leader prototype and, if so, whether it could explain differences in evaluations of White and non-White leaders. The first 2 studies revealed that "being White" ... Full text Cite

Cultural variation in response to strategic emotions in negotiations

Journal Article Group Decision and Negotiation · January 1, 2008 This research examined how culture influences the effectiveness of the strategic displays of emotions in negotiations. We predicted that in cross-cultural negotiation settings, East Asian negotiators who highly regarded cultural values that are consistent ... Full text Cite

Leading by Analogy

Journal Article · December 5, 2007 Full text Cite

Denying white privilege in organizations: The perception of race-based advantges as socially normative

Journal Article Academy of Management 2007 Annual Meeting: Doing Well by Doing Good, AOM 2007 · December 1, 2007 Two studies investigated the predictions that privileged group members tend to perceive their unearned advantages as normative for organization members in their workplace (Hypothesis 1) and that this perception limits their ability to perceive the ways in ... Cite

The Hair Dilemma: Conform to Mainstream Expectations or Emphasize Racial Identity

Journal Article Duke Journal of Gender Law and Policy · 2007 Cite

Denying white privilege in organizations: The perception of race-based advantges as socially normative

Conference Academy of Management Annual Meeting Proceedings · January 1, 2007 Two studies investigated the predictions that privileged group members tend to perceive their unearned advantages as normative for organization members in their workplace (Hypothesis 1) and that this perception limits their ability to perceive the ways in ... Cite

Leadership subtype activation: Favorable evaluations of women leaders in chief positions

Journal Article Academy of Management 2006 Annual Meeting: Knowledge, Action and the Public Concern, AOM 2006 · December 1, 2006 The purpose of this study was to compare evaluations of female leaders to male leaders in chief leadership positions to ascertain if women leaders are evaluated favorably to men and to assess if women leaders benefit from a gendered stereotype that differs ... Cite

The white standard in leadership evaluations: Attributional benefits of a white corporate leader

Journal Article Academy of Management 2006 Annual Meeting: Knowledge, Action and the Public Concern, AOM 2006 · December 1, 2006 Relative to White corporate leaders, African-Americans have typically been under-represented in upperlevel management and this study investigated whether psychological biases contribute to this under representation. In all, 479 participants from different ... Cite

The white standard in leadership evaluations: Attributional benefits of a white corporate leader

Conference Academy of Management Annual Meeting Proceedings · January 1, 2006 Relative to White corporate leaders, African-Americans have typically been under-represented in upperlevel management and this study investigated whether psychological biases contribute to this under representation. In all, 479 participants from different ... Full text Cite

Leadership subtype activation: Favorable evaluations of women leaders in chief positions

Conference Academy of Management Annual Meeting Proceedings · January 1, 2006 The purpose of this study was to compare evaluations of female leaders to male leaders in chief leadership positions to ascertain if women leaders are evaluated favorably to men and to assess if women leaders benefit from a gendered stereotype that differs ... Cite

The three faces of Eve: Strategic displays of positive, negative, and neutral emotions in negotiations

Journal Article Organizational Behavior and Human Decision Processes · January 1, 2006 In a series of laboratory experiments, we tested the influence of strategically displaying positive, negative, and neutral emotions on negotiation outcomes. In Experiment 1, a face-to-face dispute simulation, negotiators who displayed positive emotion, in ... Full text Cite

The Camouflage Effect: Separating Achieved Status and Unearned Privilege in Organizations

Journal Article Research on Managing Groups and Teams · December 1, 2005 In many organizational settings, status hierarchies result in the conferral of privileges that are based on achievement. However, in the same settings, status may result in the bestowal of privileges that are unearned. We argue that these unearned privileg ... Full text Cite