外群体一定贬损吗：来自蒙古族和汉族群体的证据

本研究采用单一复述法考察了我国非冲突性、地位平等的蒙古族和汉族群体,在面对面传递彼此不同效价的民族刻板印象信息时的群体效应。实验1证明了蒙古族和汉族间表现出的并非“外群体贬损”,而是“外群体偏爱”。实验2通过考察人际敏感性和群际态度两个变量验证了蒙汉间外群体偏爱的真实性,但这一效应在群际态度消极的高敏感汉族中表现出了人为增益性;而且发现了蒙汉族际沟通中的不同信息传递模式,蒙古族同时着眼于积极和消极信息,而汉族更偏重于积极信息。由此可知,外群体并不一定引发贬损,群体性质兹事体大。     

Threatened selves and differential prejudice expression by White and Black perceivers

Previous theorizing suggests that often-stigmatized individuals may be just as likely, if not more likely, than infrequently stigmatized individuals to protect self-regard by derogating members of low-status groups after receiving negative feedback from high-status others. Often-stigmatized individuals, however, can discount criticism from these high-status others as reflecting prejudice, thereby making outgroup derogation unnecessary as an esteem-protective strategy. Replicating past research, White participants in Experiment 1 expressed prejudices after receiving negative feedback from a White evaluator; as predicted, however, Black participants did not. In Experiment 2, participants instead received negative feedback from Black evaluators (evaluators more likely to threaten Black participants’ self-regard). Here, contrary to previous theorizing, Black participants expressed prejudices, not toward another low-status group, but toward high-status Whites. In all, findings reveal flaws in previous assumptions that frequently stigmatized individuals may be especially prone to devalue lower-status others after rejection or negative feedback from members of higher-status groups.     

Compensatory biases after ingroup threat: ‘yeah,but we have a good personality’

It was hypothesized that participants who strongly identify with the ingroup and receive unfavorable feedback about their group in one domain would compensate on alternative dimensions. A group of emergency medical service volunteers received negative, positive or no feedback on their volunteer organization and were asked to rate the ingroup and an outgroup on dimensions alternative to the feedback. As predicted, high identifiers showed an increase in ingroup favoritism after negative feedback (i.e. compensation) and a decrease after positive feedback (i.e. modesty effect). In contrast, low identifiers distanced themselves from the ingroup after negative feedback and accentuated self‐ingroup similarity after positive feedback. Results are discussed in relation to a schema‐maintenance model through compensation (Seta & Seta, 1993 ) and social identity theory. Copyright © 2001 John Wiley & Sons, Ltd.     

Collective self-esteem consequences of outgroup derogation when a valued social identity is on trial

A structural equation model tested the role of degree of identification with a group (Americans) and level of collective self-esteem as determinants of outgroup derogation under identity-threatening and non-threatening conditions. High identification and reductions in collective self-esteem following a threat to that identity lead to outgroup derogation, but level of collective self-esteem did not predict outgroup derogation in the no-threat condition. The consequences of derogating both threat-relevant (Russians) and threat-irrelevant nationalities for subsequent self-esteem were assessed. As predicted by social identity theory, higher amounts of derogation of the threat-relevant outgroup in the identity-threatened condition elevated subsequent collective self-esteem. Derogation of threat-irrelevant outgroups did not have this positive esteem consequence; in fact, increased derogation of irrelevant outgroups reduced subsequent self-esteem. In the no-threat condition, amount of derogation directed towards either type of outgroup did not significantly influence subsequent self-esteem, with the overall pattern being opposite to what was observed in the threat condition. Implications for theories concerning self-processes as instigators of outgroup derogation and the consequences of intergroup comparisons for collective self-esteem are discussed.     

The importance of social structure and social interaction in stereotype consensus and content: is the whole greater than the sum of its parts?

This paper addresses the hypothesis derived from self‐categorization theory (SCT) that the relationship between groups and stereotyping will be affected by the social structural conditions within which group interaction occurs. A mixed design experiment (n=56) measured low‐status groups' stereotypes and preferences for conflict with a high‐status outgroup prior to and after within‐group discussion across varying social structural conditions. Over time, participants in [open] conditions consensualized around positive conceptions of the outgroup and endorsed acceptance of their own [low status] position. However, in [closed] conditions participants consensualized around positive conceptions of the ingroup, negative conceptions of the outgroup, and tended towards preferences for collective protest. It is argued that the data support S‐CT's contention that stereotyping and group processes are fundamentally interlinked and that neither can be properly understood in isolation from the dynamics of the surrounding intergroup context. Copyright © 2004 John Wiley & Sons, Ltd.     

对公共媒体信息的加工偏向：内外群体属性的调节作用

本研究采用两个实验在公共媒体信息背景下考察人们对不同效价新闻的加工偏向,以及新闻群体属性在加工偏向中的调节作用。实验1、2均以不同效价的内外群体的真实新闻为实验材料,实验1采用选择接触范式,从行为选择层面间接考察被试阅览不同新闻时的注意选择偏向;实验2采用点探测范式,增加两种SOA（200ms / 500ms）条件,进一步直接地揭示被试加工新闻信息时的注意偏向特点选择行为偏向背后的注意偏向特点。结果表明,实验1中被试倾向加工积极的内群体新闻以及消极的外群体新闻;同样,在实验2的注意后期,也发现人们对内群体新闻的积极注意偏向,与对外群体新闻的消极注意偏向,而在注意早期,人们对积极新闻存在注意偏向,且不受群体属性影响。结果符合社会认知加工的内群体偏好与外群体贬低偏向。     

Social identity,relative group status and intergroup attitudes: when favourable outcomes change intergroup relations…for the worse

This study examines in a natural setting (N = 253) the effects of favourable outcomes at the individual and group levels on the relations between members of high (nondisabled) and low (disabled) status groups. Consistent with past research, the results show that, overall, high‐status group members are more likely than low‐status group members to display ingroup bias. Furthermore, as hypothesized on the basis of the role of relative gratification in intergroup relations, a favourable group outcome led high‐status group members to derogate the low‐status outgroup. On the other hand, as predicted from the assumption that outgroup favouritism reflects a strategy of individual mobility, a favourable individual outcome led low‐status group members to display an evaluative bias in favour of, and to identify with, the high‐status outgroup. The implications of these findings for the explanation of outgroup favouritism and outgroup derogation are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

Effects of contact and personality on intergroup attitudes of different professionals†

The aim of this study was to examine the effects of intergroup contact, personality, and demographic characteristics on the intergroup attitudes of police officers, medical doctors and nurses (N=421; 274 females, 147 males). Following the contact hypothesis, intergroup contact in and of itself was not expected to be sufficient for reducing intergroup prejudice, especially in unequal contacts between professionals and their clients. It was argued that the quality of contact required for the improvement of intergroup attitudes is not equal status or emotional closeness of the participants, but rather that of individuation and familiarity of the outgroup member. The results showed that both level of authoritarianism and individuation of an outgroup member affected intergroup attitudes across all types of contact. For authoritarianism, this result did not hold separately for males, but the individuation effect was very stable; those who knew an outgroup member only superficially held more negative intergroup attitudes than those who knew him or her well, even in unequal and non‐voluntary contacts, and even when controlling for authoritarianism, gender, education and professional field. The effect was non‐significant in voluntary contacts. No differences in intergroup attitudes were found between males and females or between the professional groups among males after controlling for authoritarianism. Copyright © 2000 John Wiley & Sons, Ltd.     

Effects of mortality salience on evaluation of ingroup and outgroup sources: the impact of pro- versus counterattitudinal positions

Past Terror Management Theory (TMT) research has demonstrated that mortality salience leads to favoritism toward ingroup members and derogation of outgroup members and to polarized attitudes toward the source of pro and counterattitudinal statements. In such research, the individual's group membership and the individual's worldview position were examined separately. Thus, when the individual's group membership was manipulated, one could normally assume that an outgroup member is counterattitudinal and an ingroup member is proattitudinal. It is unclear, therefore, whether ingroup members elicited favoritism from mortality salient participants because of their group membership or because of their presumably proattitudinal position, or both. The authors present two studies in which the individual's group membership and attitudinal position are jointly manipulated. Results showed that among mortality salient participants, the outgroup member received favorable or unfavorable evaluations depending on his position, whereas the ingroup member received moderately positive evaluations regardless of the position taken.     

Can ingroup affirmation relieve outgroup derogation?

Intergroup hostilities are an important social concern in multicultural societies and the global community. Individuals with dispositionally high Personal Need for Structure (PNS) are particularly inclined toward outgroup derogation [Schaller, M., Boyd, C., Yohannes, J., O’Brien, M. (1995). The prejudiced personality revisited: Personal need for structure and formation of erroneous group stereotypes. Journal of Personality and Social Psychology, 68, 544-555]. The present research demonstrates that ingroup affirmation can eliminate high PNS individuals’ tendency toward outgroup derogation. Spontaneous (Study 1) and experimentally manipulated affirmations (Study 2) of consensual, positive ingroups eliminated the high PNS tendency to derogate outgroup targets. Study 3 experimentally manipulated the two key elements that are presumably bolstered by ingroup affirmations—self-certainty and self-worth—independent of the group context. The high PNS tendency to derogate outgroups was relieved only in the combined certainty and worth affirmation condition, just as it had been relieved in Study 2 by the ingroup affirmation. Results suggest a paradoxical strategy for relieving derogation of outgroups by affirming ingroups.     

老年人的元刻板印象及其对社会互动的影响

本研究考察了老年人的元刻板印象及其对老年人社会互动的影响。预研究以35名老年人为被试,通过访谈和开放式问卷,获得老年人积极与消极元刻板印象形容词。正式研究以140名老年人为被试,通过问卷调查,首先确定老年人元刻板印象的内容与结构;然后分析发现,当老年人作为社会互动的接受方时：（1）积极元刻板印象正向预测其接受外群体帮助的意愿（包括自主定向帮助和依赖定向帮助）,并且接受帮助可引发积极受助体验;（2）消极元刻板印象只正向预测老年人接受外群体自主定向帮助的意愿,且持消极元刻板印象的老年人受助体验消极。当老年人作为社会互动的发出方时;（3）积极元刻板印象正向预测老年人社会参与的频率和他们对外群体的施助意愿;（4）消极元刻板印象对施助意愿和社会参与的预测作用均不显著。综上,老年人的积极元刻板印象能促进他们的社会互动,并使他们获得良好的互动体验。     

老年人的元刻板印象及其对社会互动的影响

本研究考察了老年人的元刻板印象及其对老年人社会互动的影响。预研究以35名老年人为被试,通过访谈和开放式问卷,获得老年人积极与消极元刻板印象形容词。正式研究以140名老年人为被试,通过问卷调查,首先确定老年人元刻板印象的内容与结构;然后分析发现,当老年人作为社会互动的接受方时：（1）积极元刻板印象正向预测其接受外群体帮助的意愿（包括自主定向帮助和依赖定向帮助）,并且接受帮助可引发积极受助体验;（2）消极元刻板印象只正向预测老年人接受外群体自主定向帮助的意愿,且持消极元刻板印象的老年人受助体验消极。当老年人作为社会互动的发出方时;（3）积极元刻板印象正向预测老年人社会参与的频率和他们对外群体的施助意愿;（4）消极元刻板印象对施助意愿和社会参与的预测作用均不显著。综上,老年人的积极元刻板印象能促进他们的社会互动,并使他们获得良好的互动体验。     

How intergroup friendship works: A longitudinal study of friendship effects on outgroup attitudes

Cross‐sectional research has shown that frequency of self‐disclosure to outgroup members mediates the positive relationship between intergroup friendship and outgroup attitudes. The current research investigated the relationship between self‐disclosure and attitudes in more depth. New undergraduate students were asked to nominate an ingroup or outgroup friend and then report the intimacy of their disclosures to them, their anxiety and attitudes towards a series of social groups, in the first week of the semester and 6 weeks later. Intimacy of disclosure predicted more positive attitudes towards outgroups over time, but this association was only found among participants who nominated an outgroup friend. In the ingroup friend condition, a negative association was found. These associations were mediated by general intergroup anxiety. These relationships highlight the importance of integrating theories of interpersonal and intergroup relations when investigating intergroup contact. Copyright © 2011 John Wiley & Sons, Ltd.     

When differences matter: intergroup distinctiveness and the evaluation of impostors

The present study examined the effect of intergroup distinctiveness and group membership on evaluations of impostors. We predicted that ingroup members would be harsher than outgroup members on an impostor and that perceptions of intergroup distinctiveness would further moderate these evaluations. Specifically, we tested the social identity theory prediction that low intergroup distinctiveness would lead to greater derogation of the impostor (the ‘reactive distinctiveness’ hypothesis) against the self‐categorization hypothesis that high intergroup distinctiveness would instigate more derogation of an impostor (the ‘reflective distinctiveness’ hypothesis). In this study, vegetarians (ingroup members) and meat eaters (outgroup members) were presented with a target claiming to be vegetarian, but caught indulging in a meat dish. We found that ingroup members derogated the impostor more and felt less pleased about discovering the impostor behaviour than did outgroup members. In line with the reflective distinctiveness hypothesis, the heightened derogation displayed by ingroup members only emerged when intergroup distinctiveness was high, an effect that was mediated by ratings of group identification. The discussion focuses on the different responses intergroup distinctiveness may evoke. Copyright © 2005 John Wiley & Sons, Ltd.     

Managing one's social identity: Successful and unsuccessful identity management

This work explores the motivational dynamics of social identity management. Following social identity theory, we hypothesized that a threat to a positive social identity elicits specific negative emotions (i.e., outgroup‐directed anger) and motivates identity management. Successful identity management restores a positive social identity and decreases outgroup‐directed anger. However, when a successful identity management is blocked (e.g., because of limited cognitive resources), identity management will be unsuccessful and outgroup‐directed anger will remain at a higher level. This effect of unsuccessful identity management on outgroup‐directed anger should be particularly strong for group members who highly value their group (i.e., high group‐based self‐esteem). A negative comparison outcome is discrepant with these group members' positive view of the ingroup, and therefore, unsuccessful identity management should especially elicit negative emotions (i.e., anger) towards the threatening outgroup. Two studies tested these predictions. Study 1 (N = 110) showed that participants' outgroup‐directed anger increased when threatened under cognitive load. Study 2 (N = 99) demonstrated that this was particularly true for participants high in group‐based self‐esteem. The results' implications for research on the motivational processes underlying social identity management are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Some normative data on mental health professionals' attitudes about racial minorities and women

Although codes of ethics of the mental health professions and the recently developed race- and gender-specific models of counseling and psychotherapy stipulate positive and accepting attitudes toward racial minorities and women, formal assessment of these attitudes has been hindered by the absence of appropriate measurement tools and generalizable data. This study provides some normative data by reporting responses of 705 psychologists and social workers to the Quick Discrimination Index, a psychometrically sound 23-item self-report measure previously administered to several different professional groups. Analysis indicated psychologists and social workers reported particularly positive attitudes toward racial minorities and women but expressed the same racial and sex contradictions, ambivalences, and vulnerabilities reported by the general public.     

Open or close the door to the outgroup? Diversity beliefs moderate the impact of group boundary permeability on attitudes toward the outgroup

The present research investigated the moderating role of diversity beliefs with the aim of reconciling inconsistent findings regarding the impact of group boundary permeability on attitudes toward outgroup. In Study 1, all variables were measured with self‐report scales completed by Chinese participants. In Study 2, diversity beliefs were manipulated by randomly assigning Chinese participants to a high or low diversity belief condition. In Study 3, we replicated the moderating model with American participants. Results of all three studies indicated that diversity beliefs moderated the relationship between group boundary permeability and attitudes toward outgroup. Individuals with high diversity beliefs held more positive attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). Conversely, individuals with low diversity beliefs held more negative attitudes toward the outgroup when the group boundary was permeable (vs. impermeable). These findings suggest that when the inflow of the outgroup members is inevitable, attitudes toward the outgroup may be effectively improved by increasing diversity beliefs.     

Self‐esteem moderates preferences for accepting versus rejecting interaction partners

Two experiments compared the social orientations of people with high and low self‐esteem (HSEs vs. LSEs). In Experiment 1, participants received positive or negative interpersonal feedback from an accepting or rejecting evaluator. HSEs chose to interact with a rejecting evaluator more often than LSEs did. In Experiment 2, participants received solely negative interpersonal feedback from an accepting or rejecting evaluator of high or low social status. This time, both HSEs and LSEs chose an accepting/high‐status evaluator over a rejecting/low‐status one, but only HSEs chose a rejecting/high‐status evaluator over an accepting/low‐status one. Implications are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Behavioral and self‐reported aggression as a function of domain‐specific self‐esteem

On the basis of a domain‐specific theory of self‐esteem, it was hypothesized that functionally distinct domains of self‐esteem would predict aggression differentially. Participants completed self‐report measures of self‐perceived superiority, mate value, social inclusion, and global self‐esteem, as well as of aggression. Self‐assessed mate value emerged as a reliable, positive predictor, and social inclusion as a reliable inverse predictor, of self‐reported hostility and aggression. In a subsequent laboratory experiment, in which participants had an opportunity to aggress against the source of positive or negative feedback about a personal essay that they had written, mate value again predicted increased aggression, whereas global self‐esteem predicted decreased aggression. These main effects were moderated by the feedback manipulation, such that their respective simple effects were only present among participants that received negative feedback. Aggr. Behav. 00:1–11, 2005. © 2005 Wiley‐Liss, Inc.     

Janus‐faced nature of colorblindness: Social dominance orientation moderates the relationship between colorblindness and outgroup attitudes

Colorblindness is a popular diversity ideology promoted as a means to intergroup harmony in ethnically diverse nations. While some research suggests that colorblindness reduces intergroup bias, other work suggests that colorblindness may increase it. The present research utilizes a national sample of European New Zealanders to examine whether the relationship between colorblind endorsement and outgroup attitudes is moderated by perceivers' individual differences in social dominance orientation (SDO). Data revealed that for participants low in SDO, colorblind beliefs predicted more negative attitudes toward ethnic minorities. However, for those high in SDO, colorblind beliefs predicted more positive attitudes toward ethnic minorities. Taken together, these findings suggest that colorblindness is not all good or bad for intergroup relations—instead, its effects may depend on perceivers' own egalitarian sentiments.