Mood as information in making attributions to discrimination

Previous research demonstrates that people use their mood as information when making a variety of judgments. The present research examines the extent to which people use their current mood as information when making attributions to discrimination. Women were given a positive or negative mood induction and either provided with an external attribution for their current mood state or not. They then reported on discrimination occurring to themselves and other women. When an external attribution for induced mood was not provided, women in positive moods were less likely to report discrimination across three measures than were women in negative moods. When an external attribution was provided, mood had no effect. Implications for understanding the effects of context and individual differences in the perception and reporting of experiences with discrimination are discussed.     

Women's emotional responses to the pervasiveness of gender discrimination

In two experiments we found that women exhibited worse psychological well‐being in a context in which gender discrimination was pervasive compared to a context in which is was rare. In Study 1, women who read an essay suggesting that sexism is pervasive reported lower self‐esteem than women who read an essay suggesting that sexism is rare. In Study 2, we examined the effects of the pervasiveness of sexism when women were making an attribution for a single negative outcome. Women who attributed a negative evaluation to pervasive sexism exhibited less positive self‐esteem and affect compared to women who could attribute the negative evaluation to an isolated instance of discrimination or to a non‐sexist, external cause. Copyright © 2002 John Wiley & Sons, Ltd.     

Perceiving Discrimination in “Real Life”: Distinguishing Negative Events From Discrimination Attributions

The present survey study examined a sample of ethnic minority preadolescents (ages 9–13) and made the empirical distinction between their exposure to peer victimization and the extent to which they attributed this to discrimination. Both peer victimization and the attribution to discrimination were associated with lower self-esteem and more emotional problems, but the discrimination attribution buffered against the negative effect of victimization on self-esteem. Our findings concur with the widespread evidence for the harmful consequences of discrimination but also show that it can be self-protective to make attributions to discrimination in “real life.”     

Applications of the PLATO computer system to research in social psychology

The use of the PLATO CAI system in psychological research is discussed. This discussion covers the use of the PLATO system for research in personal space, attribution, person perception, and group decision making. The aspects of the PLATO system that facilitate research in each of these topic areas are discussed in detail. Further modifications of the PLATO system that would enhance its applicability to psychological research are also discussed.     

Hidden consequences of the group-serving bias: Causal attributions and the quality of group decision making

A long stream of research in attribution theory suggests that groups are biased toward attributing their success to factors that are internal to their group. However, the existing research has confounded two types of attributions that are both internal to the group, but theoretically distinct: (1) attributions that differentiate between the contributions made by each individual group member and (2) attributions that focus on the group as a whole. This dichotomy is important because, drawing on theories of social influence, we predict that different types of attributions will have different consequences for the quality of group decision making. In Experiment 1, individually focused attributions for past success caused groups to consider more divergent alternatives prior to making a shared decision. In Experiment 2, individually focused attributions for past success facilitated the sharing of unique information and improved decision accuracy. These findings suggest that the group-serving tendency to internalize success may have important consequences for group performance that have not yet been considered in current research.     

Intended and unintended consequences of internal motivation to behave nonprejudiced: The case of benevolent discrimination

Internal motivation to behave nonprejudiced reduces prejudice. The present research looks at the impact of internal motivation in a special case of prejudiced behavior, namely benevolent discrimination. It was hypothesized that internal motivation does not reduce, but rather increases benevolent discrimination as long as individuals are not aware of its negative consequences. This is because of the positive intention required to show benevolent discrimination. Once the negative consequences have been made salient, internal motivation will facilitate self‐criticism of one's own benevolently discriminating behavior, which will be reflected in a more critical reappraisal of previous benevolently discriminating behavior. The predictions were supported in three studies. Study 1 analyzed the impact of internal motivation on benevolent discrimination. Study 2 and 3 analyzed the effect of internal motivation on the critical reappraisal of one's own benevolently discriminating behavior. The implications for the regulation of benevolent discrimination in the broader context of social discrimination are discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

Attributions to discrimination and self-esteem: Impact of group identification and situational ambiguity

This study examined group identification and situational ambiguity as moderators of attributions to discrimination and self-esteem following negative feedback. As predicted, high gender-identified women made more discrimination attributions than low identified women when situational prejudice cues were ambiguous, but not when prejudice cues were absent or overt. Also as predicted, women exposed to overt prejudice cues had higher self-esteem than those exposed to ambiguous cues or no prejudice cues. The relationship between discrimination attributions and self-esteem was positive among women exposed to overt prejudice but negative among those exposed to no prejudice. Across conditions, however, the more that women discounted ability as a cause of their negative feedback (i.e., blamed discrimination more than ability), the higher their self-esteem. Results qualify and extend prior research and demonstrate that personal and situational factors moderate both the tendency to make attributions to discrimination and the consequences of those attributions for self-esteem.     

Intergroup threat and experienced affect: the distinct roles of causal attributions, ingroup identification, and perceived legitimacy of intergroup status

Across three studies, it was predicted and found that in the case of intergroup threat, low ingroup identifiers experience greater negative affect when they make an ingroup-internal rather than an outgroup-internal attribution, and high ingroup identifiers experience greater negative affect when they make an outgroup-internal rather than an ingroup-internal attribution. These effects were mediated by the perceived legitimacy of ingroup- outgroup status differences that results from their reflecting social reality (i.e., actual differences in the groups' standing on a relevant comparison dimension). Combining the findings of two distinct literatures, the current work provides new insights into the yet-unexplored distinct roles played by intergroup attributions as a predictor and ingroup identification as a moderator of the affective responses produced by social identity threat.     

突发事件中民众责任归因的心理需求与应对

突发事件发生后,通过责任归因对事件原因和责任归属进行推断是民众心理活动的重要特征之一。从民众心理需要来看,突发事件带来的不确定感驱使个体寻找事件的解释来实现认知闭合,控制感的不足则会让个体更加强调外部世界的秩序性,这两种需要也是事件中阴谋论传播和替罪羊效应的心理基础。相应地,在事件中负有责任的组织主体,也应当基于民众的心理需要采取适当的应对策略,来重塑组织形象和民众的信任,避免责任规避带来的负面效应。未来研究可以进一步从心理学视角补充整合性的实证证据,对突发事件的不同类型进行区分,关注责任归因与其他社会心理学变量之间的联系,以及探索适合中国社会的有效应对措施。     

When do the stigmatized make attributions to discrimination occurring to the self and others? The roles of self-presentation and need for control

Two experiments examined how the goals of self-presentation and maintenance of control over one's outcomes influence women's tendencies to make or to avoid making attributions to discrimination. Demonstrating the importance of self-presentational goals, Experiment 1 showed that targets of discrimination were just as likely as similar others to make attributions to discrimination under private reporting conditions, but they were significantly less likely to do so under public reporting conditions. This experiment also provided initial evidence that need for personal control increases discrimination attributions. Experiment 2 demonstrated that targets' minimization of discrimination, observed in public reporting conditions, was eliminated when the need to reassert personal control was induced. Both experiments also demonstrated that failing to view events as discrimination has negative psychological costs.     

Internal attribution of outcome moderates the cortisol response to a cooperative task in women

Several ethological reports have indicated that cooperative behaviors play an adaptive role. However, research has focused on competition in men, and there have been few studies on cooperation. This study aims to analyze the cortisol and psychological responses in women to a cooperative situation compared with a competitive situation in a laboratory context. The sample was distributed into four groups depending on the task and the outcome obtained: Positive cooperation, negative cooperation, competition with victory, and competition with defeat. Our results show that, in comparison with competition, cooperation produces different effects in cortisol, but not in psychological states. Nevertheless, these effects occur only when the task outcome and its appraisal are considered. Only the participants who cooperated and obtained a positive outcome and those who competed and lost showed significant decrements of cortisol. Internal attribution was higher in groups with more stable cortisol levels, suggesting a possible modulator effect of controllability in the way the situation was experienced. These results could be generalized to situations in which negotiation, mediation, and cooperative strategies are relevant for making decisions and/or solving problems.     

How young and older adults differ in their responses to perceived age discrimination

The authors examined the consequences of perceived age discrimination for well-being and group identification. The rejection-identification model suggests that perceived discrimination harms psychological well-being in low status groups but that group identification partially alleviates this effect. The authors hypothesized that this process model would be confirmed among older adults because their low status group membership is permanent but not confirmed among young adults whose low status is temporary. Using structural equation modeling, the authors found support for the hypothesized direct negative link between perceived age discrimination and well-being among older adults, with increased age group identification partially attenuating this effect. For young adults, these relationships were absent. Differences in responses to discrimination appear to be based on opportunities for leaving a low status group.     

归因方式对心理健康的影响及干预研究之概观

该文就归因方式对心理健康影响的特点、规律及其心理机制以及通过归因干预改善和提高个体与群体健康水平的研究进行了简要的叙述,并对已有研究存在的问题进行了初步的讨论。作者认为,归因干预可能是改善和提高个体与群体的健康水平的一条重要途径;未来的研究应着眼于揭示个体对不同性质、不同类型的生活事件在特定归因和维度归因上对心理健康影响的特点、规律及其心理机制,并就归因干预的理论和实践等问题进行了深入的探讨。     

The Effects of Hindsight Bias and Causal Attribution on Human Response to Environmental Events1

This research examined the influence of hindsight bias and causal attribution on perceptions of a technological disaster. After reading a fictitious account of a toxic substance spill near a populated area, subjects were provided with information that disease rates had either increased or had remained stable (hindsight conditions), or were presented with no outcome information (control condition). Subjects were then asked to predict the likelihood of increases in disease rates and to make causal attributions regarding the target company and residents of the disaster community. When compared to subjects provided with either no outcome information or with information that disease rates remained stable (positive-outcome condition), subjects told that disease rates had increased (negative-outcome condition) showed elevated predictions regarding future disease rates, ascribed greater responsibility for the accident to the target company, and reported more anger toward the company and greater sympathy for the residents. Subjects receiving positive outcome information and no outcome information did not significantly differ on these measures. In addition, results from a path analysis supported the efficacy of attribution theory to account for the cognitive, affective, and behavioral consequences resulting from hindsight bias following a negative environmental event.     

Psychological consequences of motor vehicle accidents: A systematic review

People involved in motor vehicle accidents (MVA) are at increased risk for psychological problems. Although the existing literature states that MVAs cause substantial negative mental health effects, summarizing and comparing these effects to understand their consequences could be more explored. This systematic literature review provides an overview of the literature surrounding the psychological consequences of MVAs to summarize and quantify their effects on mental health. The studies published in an English-language journal in the last 20 years (2001–2021) that present psychological consequences of MVAs were included. Web of Science, Scopus, and PubMed databases were used for the literature search. The systematic literature search found 23 eligible studies. After identifying all relevant studies on the topic, we synthesized the applied psychological assessment methods and the psychological consequences of MVAs. Current gaps in the reviewed papers and what future research are needed are also discussed. Results indicated that negative psychological consequences following an MVA are substantial, with all studies pointing to negative consequences in at least one psychopathology. Trauma-related MVA injuries are associated with elevated psychological distress, and MVA-related psychological consequences could have long-term effects if left untreated.     

Discrimination, acculturation, acculturative stress, and Latino psychological distress: a moderated mediational model

Prior research has found that perceived discrimination is associated with adverse mental health outcomes among Latinos. However, the process by which this relationship occurs remains an understudied area. The present study investigated the role of acculturative stress in underlying the relationship between perceived discrimination and Latino psychological distress. Also examined was the ability of acculturation to serve as a moderator between perceived discrimination and acculturative stress. Among a sample of Latino adults (N = 669), moderated mediational analyses revealed that acculturative stress mediated the perceived discrimination-psychological distress relationship, and that the link between perceived discrimination and acculturative stress was moderated by Anglo behavioral orientation but not Latino behavioral orientation. The findings are discussed within a stress and coping perspective that identifies the psychological consequences associated with perceived discrimination and acculturative stress.     

Identity,Perceived Religious Discrimination,and Psychological Well‐Being in Muslim Immigrant Women

The study investigated perceived religious discrimination and three facets of Muslim identity (psychological, behavioural, and visible) as predictors of psychological well‐being (life satisfaction and psychological symptoms) of 153 Muslim women in New Zealand. The results indicated that although visibility (wearing hijab) was associated with greater perceived discrimination, it predicted positive psychological outcomes. Analysis further revealed that the psychological (pride, belongingness, and centrality) and behavioural (engaging in Islamic practices) facets of Muslim identity moderated the relationship between perceived religious discrimination and well‐being. A strong psychological affiliation with Islam exacerbated the negative relationship between perceived religious discrimination and well‐being. Conversely, engaging in Islamic practices buffered the negative impact of discrimination. The research highlights the complexity of Muslim identity in diasporic women.     

The who and when of internal gender discrimination claims: An interactional model

Although gender discrimination has been illegal in organizations since the passage of the Civil Right Act of 1964, individuals remain hesitant to claim internally by making members of their employing organization aware of gender discrimination. Yet surprisingly little research has examined the individual difference and contextual antecedents to internal discrimination claims. We advance an interactional model and hypothesize that gender identity (GI) and climate for diversity (CFD) will interact to predict internal claims of gender discrimination. Consistent with theory, laboratory and field studies demonstrate that strong GI individuals are more likely to make internal claims in organizations that value inclusion (i.e., positive CFD) than in organizations where discrimination is pervasive (i.e., negative CFD). In contrast to strong GI individuals, however, weak GI individuals are more likely to claim in a negative CFD than in a positive CFD. Implications for both individuals and organizations are discussed.     

From Insult to Injury: Explaining the Impact of Incivility

Previous research has demonstrated that violence, harassment, and discrimination have negative consequences for individual well-being. However, this literature has focused less on subtle forms of mistreatment, such as incivility. The current study addresses this gap by developing and testing a conceptual model of incivility, as experienced in institutions of higher education. A survey of 1,043 university students revealed that over 75% had experienced uncivil behavior from other members of their institution in the prior year. Structural equation analyses suggest that these incivility targets endured psychological distress, dissatisfaction with and disengagement from their institution, and performance decline. We also identified perceptions of injustice and ostracism as key mediators in this process, which operated somewhat differently depending on the formal institutional status of the incivility instigator. Implications for theory and research are discussed.     

Derogating obese individuals: the role of blame,contempt, and disgust

Weight stigma is pervasive and has profound negative consequences for obese individuals. The attribution‐emotion approach of stigmatization holds that blame attributions relate to derogation stigmatized groups indirectly through anger and pity. Other research suggests that disgust is related to weight stigma. In the present studies, we investigate whether contempt is a reliable predictor of biases against obese individuals. Study 1 (N = 297) shows that contempt partially mediates the relation between blame and both prejudice and support for weight related discrimination policies. Studies 2 and 3 (total N = 406) added disgust and show that both contempt and disgust relate to social distance and prejudice. Contempt mediated the relation between blame and negative reactions toward obese individuals, even after controlling for other emotions, while disgust only mediated these relations in Study 2. Anger and pity did not show this mediating role, but pity was moderately associated with weight bias. Contempt is likely to play an important role in how people react to members of this stigmatized group.