Understanding the Stereotypes, Emotions, and Behaviors Towards Introverts in the Workplace

The present study utilizes the SCM and the BIAS Map to understand perceptions of introverts within the workplace and highlight potential approaches to mitigate introversion mistreatment. It was hypothesized that, when compared to extraverted employees, introverted employees would be perceived as lower in warmth and competence, receive more emotional responses of contempt, more behavioral responses of passive harm, and that contempt would mediate the relationship between competence and passive harm. Conversely, it was hypothesized that extraverts would be perceived as higher in warmth and competence, receive more emotional responses of admiration, more behavioral responses of active facilitation, and that admiration would mediate the relationship between competence and passive facilitation. MANOVA and mediation analyses were conducted to assess the proposed relationships. Unexpectedly, introverts were not perceived as significantly less warm than extraverts, were not found to receive significantly more responses of contempt or active harm, and contempt was not found to mediate the relationship between competence and active harm. All other hypotheses were supported. By assessing the stereotypes generally held about introverts and extraverts in the workplace, and the subsequent emotional and behavioral effects from the stereotypes, this framework is expanded to include personality and test the theoretical model of introversion mistreatment. In addition to expanding the framework, we also call attention to interventions aimed at decreasing introversion mistreatment within the workplace. Limitations and areas for future research are also discussed.