The influence of perceived warmth and competence on realistic threat and willingness for intergroup contact

Unwillingness for contact with outgroup members is a form of prejudice. In two studies, we tested the proposition that perceived competence has an indirect effect on willingness for intergroup contact through its effect on realistic threat, and that perceived warmth moderates this relationship. In Study 1, Hong Kong students (N = 144) rated the perceived warmth and competence of an outgroup, Mainland Chinese students, as well as the extent to which they perceived the group as presenting a realistic threat, and willingness for contact with them. In Study 2 (N = 205), we attempted to manipulate the warmth (high vs. low) and competence (high vs. low) of an unfamiliar outgroup, and tested the effects on realistic threat and willingness for intergroup contact. In both studies, we found an interaction effect between warmth and competence in the prediction of realistic threat. When the outgroup was perceived as warm, competence was found to have a negative association with realistic threat (Study 1), whereas when the outgroup was perceived as lacking warmth, competence was found to have a positive association with realistic threat (Study 2). In both studies, perceived warmth moderated the indirect effect of perceived competence on willingness for intergroup contact. Implications for the role of warmth and competence stereotypes in threat perception and prejudice are discussed.     

Paternalistic and Envious Gender Stereotypes: Testing Predictions from the Stereotype Content Model

In 2 studies, paternalistic and envious gender stereotypes were examined. Paternalistic stereotypes portray particular female or male subgroups as warm but not competent, whereas envious stereotypes depict some other female or male subgroups as competent but not warm. A total of 134 women and 82 men, primarily White and middle class, participated in this research. Building on the stereotype content model (Fiske, Cuddy, Glick, & Xu, 2002), Study 1 tested the mixed-stereotypes hypothesis that many gender subgroups are viewed as high on either competence or warmth but low on the other. Study 2 additionally addressed the social-structural hypothesis that status predicts perceived competence and interdependence predicts perceived warmth. The results provided strong support for both hypotheses.     

The Interactive Effects of Facial Maturity and Name Warmth on Perceptions of Job Candidates

This study investigated the interactive effects of' name warmth and facial maturity on job-hiring recommendations and trait perceptions of others. Subjects examined the bogus resume of a job applicant, attached to which was a picture of a babyfaced or maturefaced female or male. The name of the applicant was either cold or warm, as determined by pretesting. The suitability of the candidate for jobs requiring warmth and competence was rated, and other trait judgments were made. Results revealed that applicants with warm names were viewed as more suitable for a job requiring warmth, hut less suitable for a job requiring competence, and were judged as more sincere, but less powerful, than were applicants with cold names. Name warmth modified the perceptions of power and coldness that are typical when perceiving maturefaced people, although babyfaced job-seekers' name warmth did not affect their suitability for jobs. Specifically, maturefaced applicants with warm names were judged as less powerful and more suited for a job requiring warm than were maturefaced applicants with cold names, and maturefaced female applicants with warm names were perceived as more sincere than their cold-named counterparts. The results are discussed within a context suggesting that both physical appearance, and other nonbehavioral information jointly, and systematically influence impressions of others.     

Perception of managers’ influence depending on status,power, and company performance

This research examines others’ perception of the influence of managers working in successful or unsuccessful companies who possess or lack status (to be respected by others) and power (control of valued resources). Study 1 shows that high‐status managers were judged as more influential in the firm than their low‐status peers, regardless of the company's situation. Study 2 finds that in a context of economic uncertainty, a manager with high status and power is perceived to be more capable of affecting the firm. The effect of power seems to be secondary since when a manager has low status, having high power does not significantly benefit the influence attributed to him or her. Furthermore, dominance (assertive behavior), not warmth, mediated the relationship between status and the attributed influence. Overall, these findings confirm that status is a very potent source of social influence, status and power are distinct constructs with different effects, and dominance rather than warmth is a key personal dimension linked to successful leadership.     

The temperature premium: Warm temperatures increase product valuation

A series of five field and laboratory studies reveal a temperature-premium effect: warm temperatures increase individuals' valuation of products. We demonstrate the effect across a variety of products using different approaches to measure or manipulate physical warmth and different assessments of product valuation. The studies suggest that exposure to physical warmth activates the concept of emotional warmth, eliciting positive reactions and increasing product valuation. Further supporting the causal role of emotional warmth, and following prior research relating greater positive feelings to reduced distance, we find that warm temperatures also reduce individuals' perceived distance from the target products.     

Cultural determinants of status: Implications for workplace evaluations and behaviors

Status is a valued workplace resource that facilitates career success, yet little is known regarding whether and how cultural orientation affects status attainment. We integrate status characteristics theory with the literature on individualism and collectivism and propose a cultural patterning in the determinants of status. Four studies (N = 379) demonstrate that cultural orientation influences the tendency to view high status individuals as competent versus warm (Study 1), uncover cultural differences in both individuals’ tendency to engage in competence and warmth behaviors to attain workplace status (Study 2) and evaluators’ tendency to ascribe status to individuals who demonstrate competence versus warmth (Study 3), and verify that cultural differences in the effects of competence and warmth on status perceptions, and in turn performance evaluations, generalize to real world interdependent groups (Study 4). Our findings advance theory on the cultural contingencies of status attainment and have implications for managing diversity at work.     

Warm and touching tears: tearful individuals are perceived as warmer because we assume they feel moved and touched

ABSTRACT

Recent work investigated the inter-individual functions of emotional tears in depth. In one study (Van de Ven, N., Meijs, M. H. J., & Vingerhoets, A. (2017). What emotional tears convey: Tearful individuals are seen as warmer, but also as less competent. British Journal of Social Psychology, 56(1), 146–160. Https://doi.org/10.1111/bjso.12162) tearful individuals were rated as warmer, and participants expressed more intentions to approach and help such individuals. Simultaneously, tearful individuals were rated as less competent, and participants expressed less intention to work with the depicted targets. While tearful individuals were perceived as sadder, perceived sadness mediated only the effect on competence, but not on warmth. We argue that tearful individuals might be perceived as warm because they are perceived as feeling moved and touched. We ran a pre-registered extended replication of Van de Ven et al. Results replicate the warmth and helping findings, but not the competence and work effects. The increase in warmth ratings was completely mediated by perceiving feeling moved and touched. Possible functions of feeling moved and touched with regard to emotional tears are discussed.     

Atypicality and the two fundamental dimensions: Applying the negativity effect on warmth to group perception

The person perception literature has shown that negative information on warmth influences impression formation more than other kinds of information. In the present paper, we argue for the usefulness of using the knowledge accumulated on the negativity effect on warmth when studying how members of a group who are disconfirming the group stereotype are perceived. We show that negative divergent information on warmth is perceived as more surprising because it appears to be more discrepant than positive divergent information on warmth or than competence information. We also show how stereotype holders protect their stereotype by rating the surprising incoherent information as atypical. Results are discussed in terms of the necessity to apply our knowledge of the two fundamental dimensions of social perception and their properties to typicality ratings and, beyond them, to stereotype change research. Copyright © 2009 John Wiley & Sons, Ltd.     

Stereotype content and social distancing from employees with mental illness: The moderating roles of gender and social dominance orientation

Mental illness is increasingly prevalent among employees, but little is known about how these individuals are perceived at work. Using the stereotype content model as a framework, we investigated warmth and competence stereotypes associated with employees with anxiety, depression, and bipolar disorder. Employees with these disorders were perceived to be low in warmth and competence, and stereotypes about individuals with anxiety were relatively more positive than those with depression or bipolar. This study also proposed and tested the extent to which stereotypes predicted work‐related social distancing intentions. We found that two characteristics moderated this relationship: gender and social dominance orientation. We discuss practical and theoretical implications as they pertain to improving the experiences and well‐being of employees with mental illness.     

Embodied cognition and social consumption: Self-regulating temperature through social products and behaviors

Extant embodied cognition research suggests that individuals can reduce a perceived lack of interpersonal warmth by substituting physical warmth, and vice versa. We suggest that this behavior is self-regulatory in nature and that this self-regulation can be accomplished via consumptive behavior. Experiment 1 found that consumers perceived ambient temperature to be significantly lower when eating alone compared to eating with a partner. Experiment 2 found that consuming a cool (vs. warm) drink led individuals to generate more socially-oriented attributes for a hypothetical product. Experiment 3 found that physically cooler individuals desired a social consumption setting, whereas physically warmer individuals desired a lone consumption setting. We interpret these results within the context of self-regulation, such that perceived physical temperature deviations from a steady state unconsciously motivate the individual to find bodily balance in order to alleviate that deviation.     

The effect of video observation on warmth and competence ratings of individuals with a disability

ObjectivesThis study examined whether a video featuring an adult with a physical disability engaging in either sport, exercise, or an activity of daily living (ADL) can mitigate negative stereotypes of disability held by people without a disability.DesignThis study used a pre-post design, involving three participant groups.MethodsParticipants (n = 212) read a vignette describing an adult with a disability (target). Consistent with the stereotype content model, participants judged the target's warmth and competence. One week later, participants viewed a video of the target participating in sport, exercise, or an ADL and judged the target's warmth and competence.ResultsJudgements of competence but not warmth changed over time. The greatest increases occurred in the sport condition. At follow-up, the typical high warmth low competence stereotype of disability was reversed; the character was judged as being more competent than warm especially in the sport condition.ConclusionVideos of adults with a disability engaging in physical activity, particularly sport, have potential to mitigate negative stereotypes of disability.     

You want to appear competent? Be mean! You want to appear sociable? Be lazy! Group differentiation and the compensation effect

Using the two fundamental dimensions of social judgment, warmth and competence, we show that, contrary to general models of impression formation, negative information on one dimension has positive consequences on the way a target is judged on the other dimension. Participants learned about two groups which were either congruent on warmth and competence (one group high on both and the other low on both) or they were compensatory (one group high on warmth and low on competence, the other high on competence and low on warmth). Our results show that in the compensatory condition, the groups were rated more extremely than in the congruent condition and that this was especially the case for the dimension on which the groups were high. Results are discussed both in terms of how they run counter to traditional theories of impression formation and what they tell us about the fundamental dimensions of social judgment.     

Consumer response to interruption features and need for cognitive closure

Prior research on interruptions focuses entirely on the process being interrupted and assumes interruption homogeneity. Across two studies, we examine how heterogeneous features of interruptions (i.e., timing, frequency, and perceived pleasantness) and consumer individual differences (i.e., need for cognitive closure (NFCC)) impact consumer response toward a product. We find interruption features have opposing effects on consumer response for consumers high versus low in NFCC—depending upon the perceived valence of the interruption. Specifically, individuals with high NFCC respond better to a product when interruptions are perceived to be pleasant and occur late or infrequently. In contrast, those who have low NFCC respond better to a product when interruptions are perceived to be pleasant and occur early or perceived to be unpleasant and occur infrequently. The role of interruption pleasantness is discussed in terms of its predictive power for perceived pleasant but not perceived unpleasant interruptions. Finally, study findings are placed within marketing contexts that guide managerial implications. Copyright © 2013 John Wiley & Sons, Ltd.     

Universal dimensions of social cognition: warmth and competence

Like all perception, social perception reflects evolutionary pressures. In encounters with conspecifics, social animals must determine, immediately, whether the "other" is friend or foe (i.e. intends good or ill) and, then, whether the "other" has the ability to enact those intentions. New data confirm these two universal dimensions of social cognition: warmth and competence. Promoting survival, these dimensions provide fundamental social structural answers about competition and status. People perceived as warm and competent elicit uniformly positive emotions and behavior, whereas those perceived as lacking warmth and competence elicit uniform negativity. People classified as high on one dimension and low on the other elicit predictable, ambivalent affective and behavioral reactions. These universal dimensions explain both interpersonal and intergroup social cognition.     

社会交往情境中权力和反馈对情绪的影响

以往关于权力是否影响情绪的研究存在结果争议,这意味着可能存在其它因素的作用。本研究基于权力控制理论和社会距离理论,探究了社交情境中权力和反馈对情绪的影响。研究1采用经验取样法收集了140名被试五天内的1706段社交经历,研究2采用实验法考察了148名被试的社交经历。结果表明,权力和反馈对情绪存在交互影响:(1)当个体处于低权力情境时,反馈影响情绪,反馈越积极,情绪也越积极;(2)当个体获得积极反馈时,权力不影响情绪;当个体获得消极反馈时,权力影响情绪,权力越高,情绪相对更积极。本研究有助于厘清以往研究关于权力与情绪关系的争议。     

The interplay between perceived busyness and power distance belief on subjective social status: Consequences for consumer preferences for material versus experiential purchases

The perception of a busy life as an indicator of self-worth varies among individuals. Postulating that this perceptual difference can be attributed to one's attitude toward social stratification, the current research examines the interplay between perceived busyness and power distance belief (PDB). We propose that perceived busyness dictates a consumer's subjective social status under low PDB but not under high PDB. Furthermore, the interaction between perceived busyness and PDB determines an individual's relative preference for purchase types: material versus experiential purchases. Study 1 verifies that consumers' perceived busyness has a positive effect on their evaluation of their social status when they have low PDB, whereas this effect disappears when they have high PDB. Study 2 tests the asymmetric effect of perceived busyness and PDB on preference for purchase types, and Study 3 further provides evidence for the mediating role of subjective social status.     

大学生对穷人的消极刻板印象及猜测偏向

主要考察大学生对穷人的消极刻板印象及猜测偏向。实验1中的两个单类内隐联想测验结果与前人研究基本一致：虽然被试对穷人热情的评价相对积极,但总体上认为穷人低能力、低热情。实验2通过源监测任务发现,在忘记特质词来源的情况下,被试倾向于猜测消极特质词来自贫困者,积极特质词来自小康者。研究不仅证实了大学生对穷人的消极刻板印象,而且进一步发现大学生存在对穷人的消极猜测偏向。     

The impact of multiculturalism on immigrant helping

We examined how immigrants' acculturation style (multiculturalism versus assimilation) affects the host society's willingness to help immigrants. The results from this experiment supported our expectations in showing that multiculturalism triggered less immigrant helping than assimilation, but only among high national identifiers. In addition, immigrants pursuing multiculturalism were perceived as less warm than those pursuing assimilation, and perceived warmth mediated the interaction effect of identification and acculturation style on helping. Whereas help could improve immigrants' integration into the host society and reduce the degree to which the latter views immigrants as threatening, these results ironically demonstrate that immigrants who are viewed as most threatening receive the least amount of help.     

Child and parent predictors of perceptions of parent--child relationship quality

OBJECTIVE/METHOD: Predictors of perceptions of parent-child relationship quality were examined for 175 children with ADHD, 119 comparison children, and parents of these children, drawn from the follow-up phase of the Multimodal Treatment Study of Children with ADHD. RESULTS/CONCLUSION: Children with ADHD perceived their mothers and fathers as more power assertive than comparison children. Children higher on depressive symptomatology also perceived their mothers and fathers as less warm and more power assertive. Mothers perceived themselves as more power assertive and fathers perceived themselves as less warm if they were higher on depressive symptomatology themselves or had children with ADHD or higher levels of depressive symptomatology. Several interactions indicated that the association between child factors and parental perceptions of warmth and power assertion often depended on parental depressive symptomatology. The findings resolve a previous contradiction in the literature regarding the relationship between child depressive symptoms and parental perceptions of parent-child relationship quality.