Carol S. Dweck
Stanford University
Publications 231
#1Kyla Haimovitz (UPenn: University of Pennsylvania)
#2Carol S. Dweck (Stanford University)H-Index: 80
Last.Gregory M. Walton (Stanford University)H-Index: 30
view all 3 authors...
#1Elizabeth A. Canning (WSU: Washington State University)H-Index: 9
#2Mary C. Murphy (IU: Indiana University Bloomington)H-Index: 13
Last.Laura J. Kray (University of California, Berkeley)H-Index: 25
view all 6 authors...
Three studies examine how organizational mindset—whether a company is perceived to view talent as fixed or malleable—functions as a core belief that predicts organizational culture and employees’ t...
#1David S. Yeager (University of Texas at Austin)H-Index: 24
#2Paul Hanselman (UCI: University of California, Irvine)H-Index: 7
Last.Carol S. Dweck (Stanford University)H-Index: 80
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A global priority for the behavioural sciences is to develop cost-effective, scalable interventions that could improve the academic outcomes of adolescents at a population level, but no such interventions have so far been evaluated in a population-generalizable sample. Here we show that a short (less than one hour), online growth mindset intervention—which teaches that intellectual abilities can be developed—improved grades among lower-achieving students and increased overall enrolment to advanc...
5 CitationsSource
#1Carol S. Dweck (Stanford University)H-Index: 80
#2David S. Yeager (University of Texas at Austin)H-Index: 24
A growth mindset is the belief that human capacities are not fixed but can be developed over time, and mindset research examines the power of such beliefs to influence human behavior. This article ...
4 CitationsSource
#1Jeni L. Burnette (NCSU: North Carolina State University)H-Index: 17
#2Crystal L. Hoyt (UR: University of Richmond)H-Index: 21
Last.Eli J. Finkel (NU: Northwestern University)H-Index: 48
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We investigated whether a growth mindset intervention could be leveraged to promote performance and interest in computer science, through what mechanisms it might do so, and whether effects were st...
1 CitationsSource
4 CitationsSource
#1Paul A. O’Keefe (Yale University)H-Index: 7
#2Carol S. Dweck (Stanford University)H-Index: 80
Last.Gregory M. Walton (Stanford University)H-Index: 30
view all 3 authors...
People are often told to find their passion, as though passions and interests are preformed and must simply be discovered. This idea, however, has hidden motivational implications. Five studies exa...
7 CitationsSource
#1Jennifer A. ChatmanH-Index: 29
#2Laura J. KrayH-Index: 25
Last.Elizabeth A. CanningH-Index: 9
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In two studies, we advance the theory of personal mindsets by investigating people’s perceptions of an organization’s mindset and their link to company culture. We define organizational mindsets as...
#1Aneeta Rattan (LBS: London Business School)H-Index: 11
#2Carol S. Dweck (Stanford University)H-Index: 80
Organizations are increasingly concerned with fostering successful diversity. Toward this end, diversity research has focused on trying to reduce prejudice and biased behavior. But what happens when prejudice in the workplace inevitably occurs? Research also needs to focus on whether recovery and repair of social relations after incidents of prejudice are possible. To begin investigating this question, we develop a new framework for understanding reactions to prejudice in the workplace. We hypot...
4 CitationsSource
#1Amit Goldenberg (Stanford University)H-Index: 7
#2Smadar Cohen-Chen (University of Surrey)H-Index: 8
Last.Eran HalperinH-Index: 29
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Fostering perceptions of group malleability (teaching people that groups are capable of change and improvement) has been shown to lead to short-term improvements in intergroup attitudes and willingness to make concessions in intractable conflicts. The present study, a field intervention involving 508 Israelis from three locations in Israel, replicated and substantially extended those findings by testing the durability of a group malleability intervention during a 6-month period of frequent viole...
6 CitationsSource