The influence of diversity context on white men's and racial minorities' reactions to disproportionate group harm

The author examined the influence of organizational diversity management on White men's and racial minorities' perceptions of fairness when members of their identity group were disproportionately harmed in a layoff. Using a scenario design, the author studied the reactions of 284 White male and racial minority layoff survivors under 2 different diversity contexts. White men saw the layoff as less fair to their group when other White men were laid off disproportionately in an active-diversity context versus an inactive-diversity context. Racial minorities' perceptions of fairness when other minorities were laid off disproportionately were not influenced by the diversity context, but they perceived the layoff as more fair to their group in an active-diversity context when White men were laid off disproportionately. The findings suggest that during layoffs or other significant organizational changes where job insecurity is heightened, different identity groups might perceive diversity management differently.     

The role of perceived negativity in the moderation of African Americans' implicit and explicit racial attitudes

The present paper examines the relationship between Blacks' implicit and explicit racial attitudes and the extent to which perceived negativity from out-groups moderates the two attitudes. Results from two studies provide converging evidence that perceived negativity is related to both implicit and explicit attitudes, but in opposite directions. While perceived negativity showed a significant positive correlation with in-group bias on explicit measures, it was negatively correlated with in-group bias on implicit measures, such that Blacks who believed that Whites generally dislike Blacks showed significantly lower levels of implicit in-group bias compared with African Americans who believe that Whites positively regard Blacks. African Americans' level of exposure to out-groups was also negatively related to implicit in-group bias, but this relationship was mediated by perceived negativity.     

Concern for the in-group and opposition to affirmative action

The present experiments suggest that the desire to benefit the in-group drives dominant-group members' policy preferences, independent of concern for out-groups' outcomes. In Experiment 1, the effect of a manipulation of affirmative action procedures on policy support was mediated by how Whites expected the policy to affect fellow Whites, but not by the expected effect on minorities. In Experiments 2 and 3, when focused on losses for the White in-group, Whites' racial identity was negatively related to support for affirmative action. However, when focused on gains for the Black out-group or when participants were told that Whites were not affected by the policy, racial identity did not predict attitudes toward the policy. In Experiments 2 and 3, perceived fairness mediated these effects.     

Cultural Stereotypes and the Self: A Closer Examination of Implicit Self-Stereotyping

Recent research and theory on implicit self-stereotyping suggests that individuals nonconsciously incorporate stereotypes about their social groups into the self-concept; however, evidence as to whether this holds true for negative stereotypes remains limited. Using a subliminal priming measure, the current research found that women (Experiment 1) and White Americans (Experiment 2) implicitly associated the self with in-group stereotypic traits but not out-group stereotypic traits. Of importance, both groups implicitly self-stereotyped on negative in-group traits to a similar extent as they did on positive in-group traits. Moreover, exploratory analysis showed that the degree to which White Americans associated positive, but not negative, in-group stereotypes with the self was related to higher self-esteem. Implications of implicit self-stereotyping on self-esteem and stereotype-consistent behavior are discussed.     

Influences of stereotype and social distance on prejudice toward African Americans

The study sought to identify the influential factors of stereotypes, social distance, and prejudice toward racial/ethnic minorities in the United States. We used data from the American General Social Survey (GSS) of 2012, and analysed the data of 4 820 individuals (3 700 Caucasians, 722 African Americans, and 398 others; males?=?44.2%, females?=?55.8%). Data were analysed using the SPSS 18.0 Statistics Program. In order to test for differences in racial prejudice by demographic characteristics by stereotyping and social distancing, we utilised variance and regression analyses procedures. Results suggest that stereotypes and social distance effects on prejudice toward African Americans vary according to ethnicity, gender, age, education, and income. Specifically, older and less-educated white males were more prejudiced toward African Americans than were individuals from other sociodemographic groupings. There was a direct relationship between the holding of stereotypical views and social distance, in that those who showed higher levels of stereotyping maintained a greater social distance from African Americans and showed greater implicit prejudice toward them. Racism toward African Americans remains a major social concern in the USA, and is largely influenced by sociodemographic factors.     

Worldview defence and self-determination theory explain the return of racial voting: Evidence from the 2016 US election

We use self-determination (SDT) and worldview defence theories (WDT) to explicate the psychological roots of identitarian voting in recent US, UK and EU elections. We test our theory using the 2016 US election as a case study, data from a representative sample of nearly half a million Americans, and a measure of racial animus derived from Google search data. We find that worry has a strong and significant positive association with Trump's vote share, as predicted by WDT. However, this is reversed in counties with high levels of relatedness—one of the three basic psychological needs emphasised by SDT. The positive relationship between racial animus and Trump also loses significance once an interaction between racial animus and relatedness is introduced. These results imply that identitarianism is driven at least in part by a desire for in-group affiliation emerging out of worldview defence and unmet basic psychological needs.     

Ethnic minorities' racial attitudes and contact experiences with white people

In this article, the authors examine the relationship between ethnic minorities' racial attitudes and their intergroup contact experiences with White people. In Studies 1 and 2, the authors demonstrate that the more negative the racial attitudes held by ethnic minorities, the less positive their interactions are with White friends and roommates. With a daily report methodology, Study 2 revealed that ethnic minorities' racial attitudes predicted the decline in the quality of their intergroup contact experiences over a 3-week period. In Study 3, the authors examined a possible mechanism underlying the relationship between racial attitudes and intergroup contact, as well as the influence of ethnic minorities' racial attitudes on White participants' experiences in intergroup contact settings. The authors discuss the findings in terms of the importance of examining ethnic minorities' attitudes in research on intergroup relations.     

Diverging Paths: Understanding Racial Differences in Civic Engagement Among White,African American,and Latina/o Adolescents Using Structural Equation Modeling

There is increasing concern about the large civic engagement gap between Whites and Latina/o and African American youth. Some suggest this may be because traditional models and measures of civic engagement may not be as applicable for youth from historically marginalized groups. With an urban sample of middle and high school‐age youth (n = 903, 52% female), we used structural equation modeling to identify differences in civic pathways between youth from different racial/ethnic backgrounds. We found significant differences between groups including much stronger relationships between exposure to democratic practices and civic self‐efficacy and knowledge for African American and Latina/o youth than for White youth and a stronger relationship between civic knowledge and future civic engagement for Whites and Latina/os than for African Americans. These findings suggest that educators and researchers interested need to take into account the diversity of youths' racial experiences when examining youth civic development.     

Advances in stereotype threat research on African Americans: continuing challenges to the validity of its role in the achievement gap

Over the past two decades, there have been significant advances in stereotype threat research on African Americans. The current article reviews general issues of internal validity and external validity (or generalizability) beyond college laboratories in stereotype threat studies, and as they are revealed specifically in the context of advances in research on African Americans. Research suggests an internally valid operational definition of stereotype threat relevant to the African American students’ experience is the expectation of, and reactions to, interviewer or teacher bias. The external validity of laboratory research on stereotype threat is very limited. Effect sizes and variance explained in multivariate models in most survey and field studies of stereotype threat variables are very small. Advances in stereotype threat research emphasize the relatively greater importance of school racial climate and faculty diversity in efforts to reduce the achievement gap. Interventions to improve the educational experiences of African American students should address situational factors of school racial climate, faculty diversity, and cultural competence training for non-African American instructors and interviewers.     

"What about me?" Perceptions of exclusion and whites' reactions to multiculturalism

A 5-study investigation of reactions of dominant group members (i.e., White Americans) to diversity (relative to racial minority reactions) provides evidence of implicit and explicit associations between multiculturalism and exclusion and of a relationship between perceived exclusion and reactions to diversity. In Study 1, Whites but not racial minorities were faster in an implicit association task at pairing multiculturalism with exclusion than with inclusion. This association diminished in Study 2 through a subtle framing of diversity efforts as targeted toward all groups, including European Americans. In Study 3, in a "Me/Not Me" task, Whites were less likely than minorities to pair multiculturalism concepts with the self and were slower in responding to multiculturalism concepts. Furthermore, associating multiculturalism with the self (Study 3) or feeling included in organizational diversity (Study 4) predicted Whites' endorsement of diversity and also accounted for the oft-cited group status difference in support for diversity initiatives. Study 5 showed that individual differences in need to belong moderated Whites' interest in working for organizations that espouse a multicultural versus a color-blind approach to diversity, with individuals higher in need to belong less attracted to organizations with a multicultural approach. Overall, results show that the purportedly "inclusive" ideology of multiculturalism is not perceived as such by Whites. This may, in part, account for their lower support for diversity efforts in education and work settings.     

MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT

Using the interactional model of cultural diversity, we examined whether the negative effects of perceived racial discrimination on affective commitment can be mitigated by perceived organizational efforts to support diversity. Across 3 studies, we found that perceptions of workplace racial discrimination are negatively related to affective commitment. In 2 out of 3 studies, this negative relationship was attenuated as employees perceived more organizational efforts to support diversity. Studies 1 (mostly Whites) and 2 (mostly Hispanics) showed that organizational efforts to support diversity attenuate the negative effects of perceived racial discrimination on affective commitment. However, in Study 3 (African Americans), results showed that when organizational efforts to support diversity are high, the negative relationship between perceived racial discrimination and affective commitment became stronger. Studies 2 and 3 also extended these results by showing that the interaction of perceived racial discrimination and organizational efforts to support diversity indirectly influences turnover intent.     

Racially Diverse Congregations: Organizational Identity and the Accommodation of Differences

Racial integration in religious congregations is a topic of keen interest to researchers and religious leaders. Although not common, there are congregations that successfully reach across cultural lines to attract adherents. Prior studies tend to dichotomize congregations into categories of multiracial and nonmultiracial and, thereby, miss a wider range of racial variation. Using nationally representative congregational data, this article paints a more representative picture of racial diversity in U.S. congregations and puts forward a theory of congregational identity to account for why some congregations succeed at accommodating multiple racial groups in a society where religious life remains overwhelmingly segregated. The analysis capitalizes on a numeric scale of diversity, which measures the evenness of racial group representation in a congregation. While the external environment creates opportunity for racial diversification in congregations, findings demonstrate racially diverse leadership, charismatic worship, and small groups as internal congregational features also relevant to diversity.     

Diversity is what you want it to be: how social-dominance motives affect construals of diversity

We propose that diversity is a malleable concept capable of being used either to attenuate or to enhance racial inequality. The research reported here suggests that when people are exposed to ambiguous information concerning an organization's diversity, they construe diversity in a manner consistent with their social-dominance motives. Specifically, anti-egalitarian individuals broaden their construal of diversity to include nonracial (i.e., occupational) heterogeneity when an organization's racial heterogeneity is low. By contrast, egalitarian individuals broaden their construal of diversity to include nonracial heterogeneity when an organization's racial heterogeneity is high. The inclusion of occupational heterogeneity in perceptions of diversity allows people across the spectrum of social-dominance orientation to justify their support for or opposition to hierarchy-attenuating affirmative-action policies. Our findings suggest that diversity may not have a fixed meaning and that, without a specific delineation of what the concept means in particular contexts, people may construe diversity in a manner consistent with their social motivations.     

Ethnicity-Related Stressors and Mental Health in Latino Americans: The Moderating Role of Parental Racial Socialization

The current study examined the moderating role of proactive and reactive parental racial socialization on the relationship between Latino American college students' mental health and 3 ethnicity-related stressors: perceived racial discrimination, stereotype confirmation concern, and own-group conformity pressure. In hierarchical regression, greater stereotype confirmation concern predicted more mental distress in 105 Latino American college students. Both proactive and reactive racial socialization moderated the effect of own-group conformity pressure on anxiety and loss of behavioral/emotional control. Specifically, greater proactive and reactive racial socialization predicted more mental distress under greater own-group conformity pressure. Findings are interpreted in a college environment of ethnic diversity and a context of acculturative stress.     

"Where are you really from?": Asian Americans and identity denial

Five studies investigate identity denial, the situation in which an individual is not recognized as a member of an important in-group. Asian Americans are seen as less American than other Americans (Study 1) and realize this is the case, although they do not report being any less American than White Americans (Studies 2A and 2B). Identity denial is a common occurrence in Asian Americans' daily lives (Study 3). They react to instances of identity denial by presenting American cultural knowledge and claiming greater participation in American practices (Studies 4 & 5). Identity denial furthers the understanding of group dynamics by capturing the experience of less prototypical group members who desire to have their common in-group identity recognized by fellow group members.     

Exploring the Links Between Racial Identity Attitudes and Psychological Feelings of Closeness in African American College Students

The relationship between racial identity attitudes and psychological closeness to various African American groups was examined in 171 African American college students at a predominantly White southeastern university. The data were collected using the Racial Identity Attitude Scale (Helms & Parham, 1985), and a scale measuring Perceived Psychological Closeness to African Americans. The closeness scale is a 14-item instrument that was found to represent (in this sample) psychological closeness to 4 African American groups. Internalized racial identity attitudes indicated positive feelings toward various groups of African Americans. A hierarchical multiple regression analysis indicated that internalized racial identity attitudes were predictive of psychological closeness to African Americans, although this varied somewhat depending on the subgroup.     

African Americans’ and European Americans’ Mutual Attributions: Adjective Generation Technique (AGT) Stereotyping1

The Katz/Braly line of research is reviewed, along with efforts to improve stereotype measurement. Mutual stereotyping by African Americans and European Americans and in-group bias effects were examined employing the Adjective Generation Technique (AGT). Results showed that each group's conception of the other differed from its own-group conception. Both groups saw European Americans as tending to be inventive, educated, smart, rich, and greedy, but African Americans added corrupt and prejudiced, while European Americans added lazy. African Americans were seen by both groups as tending to be corrupt, funny, friendly, independent, and poor. While mostly African Americans saw their own group as smart and strong, mostly European Americans attributed athletic, humorous, and loud to African Americans. The in-group bias effect was confirmed for both groups in terms of FAVorability and ANXiety values assigned to generated words. However, African Americans showed a stronger bias effect on the FAV measure. The expectation that in-group members would have more constructs applicable to their own group than to the other group was supported only for African Americans. There was also evidence that the powerless know the powerful more than the other way around. Implications for the study of stereotype content, the in-group bias effect, intergroup anxiety, and strength of own group identity are discussed.     

回族儿童族群偏爱态度的形成与发展

以回族儿童为被试,从发展心理学的视角,两个研究分别考察了回族儿童族群偏爱态度的形成及其发展特点。研究1借鉴经典的学前儿童种族族态度测验法,发现儿童在4岁时开始具有民族类别意识,并产生内群（回族）偏爱态度;研究2运用内隐联想测验范式以及自我报告法,发现无论内隐态度还是外显态度,儿童均表现出强劲的内群（外群体为汉族）偏爱态度,并且内隐偏爱态度随年龄增长而增强,外显态度随年龄增长趋于稳定。最后讨论了本研究与国外研究结果差异的原因,并展望了未来研究的方向。     

Working harder with the out-group: The impact of social category diversity on motivation gains

This paper examines the influence that social category diversity (i.e., working with an in-group or out-group member) has on individual levels of motivation. The results of two experiments provide evidence that individuals increase their effort more when being outperformed by an out-group instead of an in-group member (Experiment 1), but only when the potential for social comparison is present (Experiment 2). We discuss the implications of this research for understanding how and why social category diversity may impact individual levels of motivation.     

Why Leibniz thinks Descartes was wrong and the Scholastics were right

The bundle theory is a theory about the internal constitution of individuals. It asserts that individuals are entirely composed of universals. Typically, bundle theorists augment their theory with a constitutional approach to individuation entailing the thesis ‘identity of constituents is a sufficient ground for numerical identity’ (CIT). But then the bundle theory runs afoul of Black’s duplication case—a world containing two indiscernible spheres. Here I propose and defend a new version of the bundle theory that denies ‘CIT’, and which instead conjoins it with a structural diversity thesis, according to which being separated by distance is a sufficient ground for numerical diversity. This version accommodates Black’s world as well as the three-spheres world—a world containing three indiscernible spheres, arranged as the vertices of an equilateral triangle. In this paper, I also criticize Rodriguez-Pereyra’s alternative attempt to defend the bundle theory against Black’s case and the case of the three-spheres world.