Imagined contact in high conflict settings: The role of ethnic group identification and the perspective of minority group members

Recent contact literature has shown that imagining a positive intergroup encounter improves intergroup attitudes and behaviors, yet less is known about the effects of imagined contact in high conflict settings. We conducted three studies to understand the potential effects of imagined intergroup contact among ethnic Turks (majority status) and ethnic Kurds (minority status) in the Turkish‐Kurdish interethnic conflict setting. Study 1 (N = 47, Turkish) tested standard imagined contact effects (neutral vs. standard imagined contact condition) among majority Turks and showed that imagined contact was effective on outgroup attitudes, perceived threat, intergroup anxiety, and support for multiculturalism only among participants with higher ethnic identification. Study 2 (N = 107, Turkish) examined how ethnic identification of the contact partner would influence the effectiveness of the standard imagined contact scenario (neutral vs. standard vs. ethnic identification condition) and demonstrated that imagined contact effects were more negative when the contact partner identified with his/her ethnic group during imagined contact. Study 3 (N = 55, Kurdish) investigated imagined contact effects (neutral vs. standard imagined contact condition) among an ethnic minority group and showed that imagined contact did not improve minority group members' outgroup attitudes, but did decrease intergroup anxiety and perceived discrimination (marginally significantly) and increased perceived positive attitudes from the majority group. Practical implications of the use of imagined intergroup contact strategy in conflict‐ridden settings were discussed.     

Enhancing the imagined contact effect

Recent research has found that mentally simulating positive out-group contact experiences can promote tolerance and more positive intergroup perceptions. We investigated two ways of enhancing this imagined contact effect. In Study 1 we found that asking participants to generate more detail in their imagined encounter led to expectations of their having a greater number of out-group acquaintances in the future. In Study 2 we found that instructing participants to close their eyes during an imagined encounter led to heightened intentions to engage in future actual contact. These findings add further support to the notion that imagining intergroup contact may be a valuable addition to existing interventions aimed at improving intergroup relations.     

Enhancing the Imagined Contact Effect

ABSTRACT

Recent research has found that mentally simulating positive out-group contact experiences can promote tolerance and more positive intergroup perceptions. We investigated two ways of enhancing this imagined contact effect. In Study 1 we found that asking participants to generate more detail in their imagined encounter led to expectations of their having a greater number of out-group acquaintances in the future. In Study 2 we found that instructing participants to close their eyes during an imagined encounter led to heightened intentions to engage in future actual contact. These findings add further support to the notion that imagining intergroup contact may be a valuable addition to existing interventions aimed at improving intergroup relations.     

The reducing effect of positive imagined intergroup contact on intergroup attributional bias

Currently, the Han and Uygur ethnicities in Xinjiang, China are generally in a peaceful state; however, there are also disagreements and conflicts. Through three studies, this article explores intergroup attributional bias (in‐group favoring and out‐group derogating pattern of attribution) between the Hans and Uygurs in Xinjiang, China, and the reducing effect of positive imagined intergroup contact on intergroup attributional bias. Using high school students from Han and Uygur as participants, Study 1 investigated participants’ attributional patterns for in‐group and out‐group members presenting desirable or undesirable behaviors in daily situations. The results revealed that both Hans and Uygurs demonstrate an in‐group favoring pattern of attribution, but not an out‐group derogating pattern. Study 2 added a brief positive imagined intergroup contact (experimental group) or a brief positive imagination of an outdoor scene (control group) before participants completed the same questionnaire as in Study 1 and found a weaker intergroup attributional bias in the experimental group. In Study 3, Han students who had a positive imagined contact with a Uygur demonstrated a closer distance and reported more positive attitudes toward Uygurs than Han students who had imagined contact with a nonspecific stranger. Studies 2 and 3 together indicated a reducing effect of imagined contact on intergroup attributional bias through improvement of intergroup attitudes. The conclusion of this research is particularly meaningful for the Hans and Uygurs, as it implies that properly implemented positive imagined intergroup contacts might be a useful remedy for reducing potential conflicts.     

想象积极群际接触与群际关系改善实验研究述评

想象群际接触的基本思想指,在心理上想象一个积极的群际接触会创设一个心理接触的脚本,激发与外群体成员成功互动的观念,积极互动观念也就伴随产生对外群体的积极情感,导致对外群体的积极感知,增强和外群体进一步接触的意愿。想象群际接触的实验操纵比较简单,设置实验组和控制组,采用指导语的方式,但是想象群际接触的效应受群体地位、内群体认同状况等变量的调节。在未来的研究中, 需要注意提高研究的效度,加强机制、直接行为效应的研究,想象群际接触理论为改善群际关系提供了一个崭新的框架。     

Unwilling,but not unaffected—Imagined contact effects for authoritarians and social dominators

According to a dual process model perspective, intergroup contact should be particularly effective for people high in right‐wing authoritarianism (RWA), but not for those high in social dominance orientation (SDO), because of different underlying motivational goals. In the present studies, we tested the hypothesis that imagined contact, that is, the mental representation of a positive intergroup encounter, improves intergroup relations for high RWAs. In two experimental studies, we showed that high RWAs, compared with low RWAs, show less negative emotions toward Turks (Study 1; N = 120) and more willingness to engage in future contact with Romani people (Study 2; N = 85) after imagined contact. As expected, people high in SDO did not benefit from imagined contact. Instead, people low in SDO showed less negative emotions after imagined contact in Study 1, but this effect was not replicated in the second study. Theoretical implications and the role of imagined contact as a possible intervention for highly biased individuals will be discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Humanness beliefs about behavior: An index and comparative human-nonhuman behavior judgments

Social psychological research suggests that two distinct dimensions describe lay conceptions of humanness: a species-typical sense (i.e., human nature) and a species-unique sense (i.e., human uniqueness). Although these two senses of humanness have been discerned among psychological traits and states, there has been no systematic research into lay beliefs about the humanness of human behaviors. Using a range of 60 prosocial, nonsocial, and antisocial behaviors, it was demonstrated that people discriminate between species-typical and species-unique behaviors and that the capacity to perform species-unique behaviors distinguishes humans from animals, whereas the capacity to perform species-typical behaviors distinguishes humans from robots. Behaviors that exemplify the two senses of humanness are identified, and data representing rankings, raw scores, and z-scores in two indices of species typicality and species uniqueness are provided. Taken together, these findings expand our understanding of lay conceptions of humanness and provide researchers of humanness with a wider range of validated stimuli to probe the boundaries of humanity.     

The interplay between social dominance orientation and intergroup contact in explaining support for multiculturalism

In two studies, we tested whether social dominance orientation (SDO) and intergroup contact interacted in shaping support for multiculturalism. Study 1 was correlational, while in Study 2 we measured SDO and experimentally manipulated intergroup contact (imagined contact paradigm). We found that SDO and intergroup contact interacted on support for multiculturalism: Intergroup contact was associated with more support for multiculturalism only for high‐SDO individuals, and SDO was negatively associated to support for multiculturalism more strongly for individuals with low or no contact. Finally, we discussed the role of the intergroup setting in which studies are conducted.     

想象接触对大学生内隐态度和外显态度的影响

本研究旨在探讨想象接触对不同民族群体内隐态度和外显态度的影响。实验1和实验2分别随机选取不同先前接触经验的汉族大学生和维吾尔族大学生进行想象接触,采用“单类内隐联想测验(SC-IAT)”和外显态度量表评估不同条件下的内隐态度和外显态度。结果表明：想象接触显著提高了不同群体对外群体的内隐态度,对外显态度影响不显著;而先前接触经验对不同群体的内隐态度影响不显著,对外显态度影响显著。研究还发现,即使是已经发生过面对面接触的个体,也可以通过想象接触来提高对外群体的内隐态度,进一步拓展了想象接触在整个群际接触体系中地位和作用。     

Not “just words”: Exposure to homophobic epithets leads to dehumanizing and physical distancing from gay men

We examined whether homophobic epithets (e.g., faggot) function as labels of deviance for homosexuals that contribute to their dehumanization and physical distance. Across two studies, participants were supraliminally (Study 1) and subliminally (Study 2) exposed to a homophobic epithet, a category label, or a generic insult. Participants were then asked to associate human‐related and animal‐related words to homosexuals and heterosexuals. Results showed that after exposure to a homophobic epithet, compared with a category label or a generic insult, participants associated less human‐related words with homosexuals, indicating dehumanization. In Study 2, we also assessed the effect of a homophobic epithet on physical distance from a target group member and found that homophobic epithets led to greater physical distancing of a gay man. These findings indicate that homophobic epithets foster dehumanization and avoidance of gay people, in ways that other insults or labels do not.     

Reducing workplace bias toward people with disabilities with the use of imagined contact

In this research we test the effectiveness of imagined intergroup contact as an intervention that improves attitudes toward people with disabilities in organizational settings. We conducted two experimental studies with the aim of examining the bias‐reduction effects of imagined contact on attitudes toward people with disabilities. Furthermore, we examined how imagined contact can be most effective in improving attitudes in work situations. Both studies yielded evidence that the imagined contact intervention significantly impacted on two dependent variables: expected work‐related outcomes and support for the rights of people with disabilities, via enhancing the belief in performance level. We discuss the results in the context of developing effective and accessible intervention tools, which can be used in workplace trainings, and can promote anti‐discriminatory policies in organizations.     

Can Imagination Reduce Prejudice Over Time? A Preregistered Test of the Imagined Contact Hypothesis

Research on the imagined contact hypothesis suggests that simply imagining a positive interaction with an out-group member can reduce prejudice toward stigmatized social groups. To date, however, it remains unclear whether imagined contact has transient or long-lasting effects. This preregistered study (N?=?153) tested the hypothesis that a single session of imagined contact is sufficient for reducing explicit and implicit prejudice toward a stigmatized social group and intergroup anxiety over several days. Highlighting the power of imagination, the results suggest that imagined contact could have long-lasting effects on explicit prejudice and intergroup anxiety.     

“Everybody feels a broken bone,but only we can feel a broken heart”: Group membership influences the perception of targets' suffering

There is surmounting evidence in the literature demonstrating that social pain (e.g. rejection, humiliation, and isolation) and physical pain (e.g. injury or assault) overlap in personal experiences. The present investigation focuses on second‐hand perceptions of social and physical pain. We argue that judgments of others' pain may vary as a function of group membership. By integrating research on intergroup bias in pain judgment with intergroup attributions of humanity, we predicted that observers tend to underestimate social pain more than physical pain in out‐groups compared with in‐groups. Across two studies that considered different scenarios, we found that Italian participants attributed less severe social pain when considering an out‐group (Chinese and Ecuadorian) than an in‐group member. No such effect was found for physical pain. Overall, the current work suggests an additional way through which people preserve a privileged human status to in‐group members while denying out‐group members' humanness. Copyright © 2012 John Wiley & Sons, Ltd.     

Abusive leadership versus objectifying job features: Factors that influence organizational dehumanization and workers’ self-objectification

Recent research has revealed that work often can undermine people's humanness by promoting a view of them as mere objects. In particular, the workers’ meta-perceptions of being treated as company resources (i.e., organizational dehumanization) and their self-perceptions of being instrument-like (i.e., self-objectification) could be triggered by several factors. Previous research has identified that abusive supervisors and engaging in objectifying (repetitive, fragmented and other oriented) tasks are two of the main key factors that affect worker's dehumanization. The present project aims to disentangle the extent both factors (perceptions of abusive leadership and performing objectifying tasks) contribute to created perceptions of organizational dehumanization and self-objectification among workers that, ultimately, affects workers job satisfaction. In Study 1 (N = 208 workers), we measured the extent perceived abusive supervisors and objectifying job features predicted organizational dehumanization, self-objectification, and job satisfaction. The results indicate that abusive supervisors predicted perceptions of organizational dehumanization and workers self-objectification in a higher extent than objectifying job features, while workers job satisfaction was predicted in a higher extent by objectifying job features. In Study 2 (N = 141), we experimentally manipulated the abusive (versus nonabusive) supervisors and the objectifying (versus nonobjectifying) tasks in a laboratory setting. Results also indicated that the abusive supervisor exerts a greater influence than performing objectifying tasks on organizational dehumanization, self-objectification, and job satisfaction. The detrimental effect of an abusive supervisor in comparison with other working conditions on workers’ humanness is discussed, and practical implications are highlighted.     

Beware of “reducing prejudice”: imagined contact may backfire if applied with a prevention focus

Imagined intergroup contact—the mental simulation of a (positive) interaction with a member of another group—is a recently developed, low‐risk, prejudice‐reducing intervention. However, regulatory focus can moderate of the effects of prejudice‐reducing interventions: a prevention focus (as opposed to a promotion focus) can lead to more negative outcomes. In two experiments we found that a prevention focus altered imagined contact's effects, causing the intervention to backfire. In Experiment 1, participants who reported a strong prevention‐focus during imagined contact subsequently reported higher intergroup anxiety and (indirectly) less positive attitudes toward Asians. We found similar moderating effects in Experiment 2, using a different outgroup (gay men) and a subtle regulatory focus manipulation. Theoretical and practical implications for imagined contact are discussed.     

How do different humanness measures relate? Confronting the attribution of secondary emotions,human uniqueness,and human nature traits

The present research examines the relationship between the infrahumanization approach and the two-dimensional model of humanness: an issue that has received very little empirical attention. In Study 1, we created three unknown groups (Humanized, Animalized, and Mechanized) granting/denying them Human Nature (HN) and Human Uniqueness (HU) traits. The attribution of primary/secondary emotions was measured. As expected, participants attributed more secondary emotions to the humanized compared to dehumanized groups. Importantly, both animalized and mechanized groups were attributed similar amounts of secondary emotions. In Study 2, the groups were described in terms of their capacity to express secondary emotions. We measured the attribution of HN/HU traits. Results showed that the infrahumanized group was denied both HU/HN traits. The results highlight the importance of considering the common aspects of both approaches in understanding processes of dehumanization.     

The Role of Dehumanization in Attitudes Toward the Social Exclusion and Rehabilitation of Sex Offenders

We examined the role of dehumanization in people's attitudes toward the rehabilitation of sex offenders. In Study 1, the more participants dehumanized sex offenders, the less they supported their rehabilitation and the longer the sentences they recommended. In Study 2, the more participants dehumanized sex offenders, the more likely they were to support their exclusion from society. In Study 3, the more participants dehumanized sex offenders, the more they supported their violent ill treatment. In Study 4, within a sample of correctional staff, good quality contact with sex offenders was related to less dehumanization and more support for rehabilitation. Mediation analyses indicated that the relationship between quality of contact and support for rehabilitation was mediated via dehumanization.     

Imagining intergroup contact promotes projection to outgroups

Three studies investigated the conditions under which imagining intergroup contact would lead to greater projection of positive traits to outgroups. In Experiment 1 (Mexico) imagined contact predicted greater self-outgroup positive trait overlap for majority but not minority ethnic groups. In Experiment 2 (UK) imagined contact led to greater projection of positive traits to the outgroup for lower compared to higher identifiers. In Experiment 3 (UK) imagined contact led to greater projection of positive traits to the outgroup when the self was salient compared to when the outgroup was salient. These findings suggest that the social cognitive consequences of imagined contact are most favorable for intergroup relations when the personal self, but not social self, is salient. We discuss the implications of these findings for a developing model of imagined contact effects.     

The Irony of Harmony: Intergroup Contact Can Produce False Expectations for Equality

ABSTRACT— Positive intergroup contact has been a guiding framework for research on reducing intergroup tension and for interventions aimed at that goal. We propose that beyond improving attitudes toward the out-group, positive contact affects disadvantaged-group members' perceptions of intergroup inequality in ways that can undermine their support for social change toward equality. In Study 1, participants were assigned to either high- or low-power experimental groups and then brought together to discuss either commonalities between the groups or intergroup differences. Commonality-focused contact, relative to difference-focused contact, produced heightened expectations for fair (i.e.,  egalitarian) out-group behavior among members of disadvantaged groups. These expectations, however, proved unrealistic when compared against the actions of members of the advantaged groups. Participants in Study 2 were Israeli Arabs (a disadvantaged minority) who reported the amount of positive contact they experienced with Jews. More positive intergroup contact was associated with increased perceptions of Jews as fair, which in turn predicted decreased support for social change. Implications for social change are considered.