Black sheep and expectancy violation: integrating two models of social judgment

A study of race‐based ingroup and outgroup judgment demonstrates the links between two models of social judgment—the ‘black sheep’ effect (Marques, Yzerbyt & Leyens, 1988) and expectancy‐violation theory (Jussim, Coleman & Lerch, 1987). White participants had a live interaction with a Black or White partner who contributed to a team success or failure at a game. Partner judgments, perceived expectancy violation, and mood changes indicated a pattern of ingroup polarization, though the race differential was reliable only when targets performed poorly. Consistent with other research, this pattern was most striking among Whites who were highly identified with their racial group. We suggest that racial identification activates favorable within‐group judgment standards which, when violated, produce mood decrements and negative evaluations. Copyright © 1999 John Wiley & Sons, Ltd.     

Stereotypes and Shifting Standards: Some Paradoxical Effects of Cognitive Load

Four studies tested a prediction derived from the shifting-standards model (Biernat, Manis, & Nelson, 1991) regarding the role stereotypes play in judgments of individual group members. Previous research has documented that stereotyping effects are stronger on objective than on subjective response scales, and the present studies found that these effects were intensified when participants were under heavy cognitive load. Stereotyping effects increased on objective judgment scales, but decreased on subjective scales. The latter is a paradoxical effect: By relying on stereotypes, one may increasingly use them as within-category comparative standards, which leads to the apparent reduction of stereotyping effects.     

Using the shifting standards model of stereotype-based judgments to examine the impact of race on compensation decisions

The Shifting Standards Model (SSM) of stereotypic judgments is presented as a model of implicit bias that produces a psychological mechanism contributing to continued racial wage disparities. The SSM is used to explain race-based differences in subjective evaluations of compensation decisions. We report three experimental studies in which research participants made compensation decisions for either a White or Black employee. Across three studies, participants judged a Black employee's raise as subjectively better than a comparably described White employee's raise. Participants who work in Human Resources fields (Study 3) and those with experience making compensation decisions (Study 2) were as likely as other participants to show evidence of the shifting standards effect. The findings are discussed in the context of individual implicit biases contributing to continued wage disparities and potential organizational practices to ameliorate these influences.     

An experimental investigation into judgment and behavioral implications of disability‐based stereotypes in simulated work decisions: Evidence of shifting standards

We investigated the explanatory relevance of the shifting standards model to the role of employee disability in two simulated organizational processes: (a) job performance appraisal and (b) resource allocation. Two experimental studies found evidence of the shifting standards effect—employees with and without a disability received similar ratings when subjective judgment standards were employed, but those without a disability received significantly higher performance ratings than their counterparts with a disability when rated with objective standards. Furthermore, the analysis of the ranking process on the dimension of deservingness of limited resources yielded evidence that disability‐related stereotypes can differentially affect perceptions of deservingness through the allocation of organizational resources.     

Stereotypes and the confirmability of trait concepts

Two studies tested the hypothesis that rules of trait inference may differ depending on trait stereotypicality and the social group membership of the target being judged. Specifically, traits that are stereotypic of a group were expected to instantiate lower evidentiary standards (require fewer behaviors to confirm), but only in members of that group. Study 1 focused on race and found that across 180 traits, trait stereotypicality was associated with fewer behaviors required to confirm and more to disconfirm in outgroup targets (in Black actors for White judges and in White actors for Black judges). Study 2 focused on gender and again found that stereotypic traits were tied to low evidentiary standards only when judging outgroup targets. The findings are discussed with reference to the literatures on trait inference, stereotyping, and shifting judgment standards.     

Socioeconomic status is not judged equally: Target race shifts standards in interpersonal judgments of SES

Across three studies, respondents made SES judgments of targets varying in Race (White or Black) and SES (Low or High), including global subjective SES, financial success, and educational attainment. As Whites and Blacks are stereotypically associated with upper and lower SES, respectively, the Shifting Standards Model (SSM) of stereotype judgments predicted the pattern of interpersonal objective and subjective judgments. In Study 1, in a between-subjects design, respondents rated Black targets significantly higher on subjective measures than White targets, even as the targets were rated as comparable on objective measures. Study 2 replicated these effects with a broader range of stimulus materials. In Study 3, the shifting standards effect was replicated using a within-subjects design, further supporting the effect. The findings support the application of the SSM to race-based shifts in interpersonal judgments of SES and are discussed regarding their implications for intergroup relations and workplace evaluations.     

Racial Athletic Stereotype Confirmation in College Football Recruiting

The present study tested real-world racial stereotype use in the context of college athletic recruiting. Stereotype confirmation suggests that observers use stereotypes as hypotheses and interpret relevant evidence in a biased way that confirms their stereotypes. Shifting standards suggest that the evaluative standard to which we hold a target changes as a function of their group membership. We examined whether stereotype confirmation and shifting standards effects would be seen in college football coaches during recruiting. College football coaches evaluated a Black or White player on several attributes and made both zero- and non-zero-sum allocations. Results suggested that coaches used the evidence presented to develop biased subjective evaluations of the players based on race while still maintaining equivalent objective evaluations. Coaches also allocated greater overall resources to the Black recruit than the White recruit.     

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.     

Scale‐dependent automatic shifts in brand evaluation standards

Different schema-based expectations for competing brands can produce shifting evaluative standards in consumers' relative ratings of these brands. This shift in standards differentially affects objective (number-based) and subjective (word-based) rating scales. Several studies support the proposition that a brand rated as objectively inferior to another can be subjectively perceived as equivalent to—or even better than—the same brand. Such anomalous response inconsistency originates in consumers' recourse to different expectations for the competing brands and their automatic adjustment of expectations for the inferior brand when responding to subjective measures. The implicit relaxing of evaluative standards for the objectively dominated brand leads to an unconscious upward bias in its subjective ratings. The effect is moderated by consumer expertise and is asymmetric—it is not accompanied by an escalation of evaluative standards for objectively dominating brands.     

The development of subjective group dynamics: When in‐group bias gets specific

Children aged 6–7 years and 10–11 years evaluated an in‐group or out‐group summer school and judged in‐group or out‐group members whose attitudes towards the summer schools were either normative or anti‐normative. According to a subjective group dynamics model of intergroup processes, intergroup differentiation and intragroup differentiation co‐occur to bolster the validity of in‐group norms. The hypothesis that this process develops later than simple in‐group bias was confirmed. All children expressed global in‐group bias, but differential reactions to in‐group and outgroup deviants were stronger among older children. Moreover, the increasing relationship, with age, between in‐group bias and evaluative preferences for in‐group and out‐group members that provide relative support to in‐group norms, is mediated by the degree of perceptual differentiation among group members.     

Collective Guilt and Shame as Motivation for White Support of Black Programs1

Two studies examined whether exposing Whites to collective guilt‐ and shame‐inducing stimuli would lead to heightened support for Black programs. White participants watched either a civil‐rights videotape or one of two control videos and then completed either a self‐affirmation task or a filler task. Support for Black programs was measured in a bogus second study. Those who watched the civil‐rights video and completed the filler task suppressed their support for Black programs, whereas those who watched the civil‐rights video and then self‐affirmed displayed the highest levels of Black program support. Findings suggest that Whites might react antisocially to guilt‐ and shame‐inducing situations, and react prosocially only after reaffirming their personal integrity.     

Trust and Acceptance in Response to References to Group Membership: Minority and Majority Perspectives on Cross‐Group Interactions1

This research examined anticipated feelings of trust and acceptance in cross‐group interactions among members of ethnic minority and majority groups, depending on whether an out‐group member referred to their group membership. In Study 1, Asian, Latino, and White participants read scenarios describing interactions between them and an in‐group member, an out‐group member, or an out‐group member who referred to their group membership. Participants from each group responded more negatively toward interactions with out‐group members when they referred to group membership. These findings were replicated in Study 2 with samples of Black and White participants, also showing that anticipated prejudice partially mediated the effects of out‐group members' references to group membership on feelings of trust and acceptance. Implications of these findings are discussed in terms of facilitating intergroup communication and conversations about group differences.     

Stereotype threat: the effect of expectancy on performance

The goal of this study was to investigate to role of expectancy as a potential mediator of performance deficits under stereotype threat. In Experiment 1, female students were assigned to one of three experimental conditions in which they were told that women perform worse (Negative information), equally (Control) or better (Positive information) than men in logical–mathematical tests. Later, they were given a difficult math test and asked to estimate their performance prior to taking the test. Consistent with predictions, participants who considered logical–mathematical abilities important and received negative information regarding the ingroup showed lower levels of expectations and a sharp decrease in performance compared to women in the positive and control conditions. Moreover, expectancy was found to partially mediate the effect of stereotype threat on performance. In Experiment 2, we tested the generalizability of these results to non‐stigmatized groups. A group of Black Americans living in Italy were provided with favorable or unfavorable information about either their minority (Blacks) or their majority (Americans) ingroup. Consistent with predictions, participants both in the minority and in the majority condition had lower expectations and under‐performed after negative information about the ingroup. However, the level of expectancy was found to mediate the decrease in performance for participants in the Black but not in the American condition. In the discussion of these results it is suggested that, although comparable performance deficits are found for minority and majority members, the underlying processes may be different. Copyright © 2002 John Wiley & Sons, Ltd.     

Sexual Double Standards: Bias in Perceptions of Cyber-Infidelity

The current study compared the predictions of two socio-cultural theories, shifting standards and intergroup bias, to predict sexual double standards that occur in reactions to computer-mediated infidelity. Shifting standards theory (Biernat In The shifting standards model: Implications of stereotype accuracy for social judgment, APA, Washington DC, 1995) suggests that individuals will judge female targets more harshly than male targets, based on culturally ingrained stereotypes regarding sexual behavior. On the contrary, intergroup bias theory (Brewer In Psychol Bull 86:307–324, 1979) predicts that individuals will judge outgroup targets, or members of the opposite sex, more harshly than ingroup targets, or members of the same sex. Participants were shown a hard copy of presumable evidence that extradyadic computer-mediated behavior had occurred, engaged in by one of two members of a couple. The two groups differed only by the sex of the target, the female “Colleen” or the male “Bill”. Then participants reported their attitudes toward the target’s behavior, resulting distress, and likelihood to terminate the relationship. Results showed support for the intergroup bias theory, suggesting that individuals altered their attitudes toward the behavior based on whether the target was an ingroup or outgroup member.     

The Positive Feedback Bias as a Response to Out‐Group Unfriendliness1

This study tests whether Whites provide especially positive feedback to minorities who respond to feedback in an unfriendly manner. White female undergraduates (N = 66) gave verbal feedback to either a Black or a White confederate who posed as the author of a poorly written essay. Confederates responded to participants’ feedback in either a friendly or unfriendly manner. As predicted, participants who gave feedback to an unfriendly Black confederate supplied a selectively higher ratio of positive to negative comments and a selectively higher proportion of positive comments. Participants paired with an unfriendly Black confederate also provided the most positive post‐interaction ratings, despite minimal impression‐management pressures. Collectively, these findings indicate that Whites’ self‐image motives underlie the positive feedback bias.     

When stereotype‐based expectancies impair performance: the effect of prejudice,race, and target quality on judgments and perceiver performance

High‐ and low‐prejudiced participants were presented with a lecture segment in which the race of the professor (White or Black) and lecture quality (high or low) were manipulated. Consistent with predictions, low‐prejudiced participants were more extreme in their evaluations (more negative) and performed more poorly on test items when presented with an expectancy‐violating low‐quality Black lecturer. High‐prejudiced participants were more extreme in their evaluations (more positive) and performed more poorly when presented with an expectancy‐violating high‐quality Black lecturer. Copyright © 1999 John Wiley & Sons, Ltd.     

Subjective social status and intergroup attitudes among ethnic majority and minority children in Portugal

A measure of subjective social status (SSS) was examined among high (White), and low (Black and Roma) ethnic status children in Portugal within a developmental design including 6–8‐year‐old and 9–12‐year‐old children. White children favoured their in‐group over the Black and Roma out‐groups on the SSS measure, social preferences and positive as well as negative trait attributions. Generally, the Black and Roma showed equal SSS, preferences and trait attribution for their in‐group and the high status White out‐group, but not the other low‐status out‐group. With age White children generally demonstrated higher SSS for Black and Roma, preferred them more and attributed more positive traits. For low‐status groups, an age effect was found only for Black children who preferred the Roma more with age and attributed more positive traits. Changes on preferences and trait attribution depending on age‐group were mediated by SSS. It is concluded that minority group's SSS does not parallel the objective status hierarchy but, rather, is a dynamic reorganisation of group's relative positions serving strategies to cope with their minority condition.     

Workforce Segregation and the Gender Wage Gap: Is “Women's” Work Valued as Highly as “Men's”?1

This study focuses on gender segregation and its implications for the salaries assigned to male‐ and female‐typed jobs. We used a between‐subjects design to examine whether participants would assign different pay to 3 types of jobs wherein the actual responsibilities and duties carried out by men and women were the same, but the job was situated in either a traditionally masculine or traditionally feminine domain. We found pay differentials between jobs defined as “male” and “female,” which suggest that gender‐based discrimination, arising from occupational stereotyping and the devaluation of the work typically done by women, influences salary allocation. The ways in which the results fit with contemporary theorizing about sexism and with the shifting standards model ( Biernat, 1995, 2003 ) are discussed.     

How to explain receptivity to conjunction-fallacy inhibition training: Evidence from the Iowa Gambling Task

Intuitive predictions and judgments under conditions of uncertainty are often mediated by judgment heuristics that sometimes lead to biases. Using the classical conjunction bias example, the present study examines the relationship between receptivity to metacognitive executive training and emotion-based learning ability indexed by Iowa Gambling Task (IGT) performance. After completing a computerised version of the IGT, participants were trained to avoid conjunction bias on a frequency judgment task derived from the works of Tversky and Kahneman. Pre- and post-test performances were assessed via another probability judgment task. Results clearly showed that participants who produced a biased answer despite the experimental training (individual patterns of the biased → biased type) mainly had less emotion-based learning ability in IGT. Better emotion-based learning ability was observed in participants whose response pattern was biased → logical. These findings argue in favour of the capacity of the human mind/brain to overcome reasoning bias when trained under executive programming conditions and as a function of emotional warning sensitivity.     

“You’re on ten,where can you go from there?” Tufnel problems in repeated experiential judgments

We describe a set of Tufnel problems that arise when repeated use of a fixed-point scale precipitates failures to assess a full range of subjective experiences. As empirical evidence, participants in Study 1 periodically reported their depth of mind wandering on either 5- or 7-point Likert scales during a sustained attention task. The proportion of participants providing maximum scale ratings increased quickly over time-on-task and did so more quickly for the 5-point than for the 7-point group. Participants in Study 2 completed the same task using a 10-point scale before indicating whether and where they could have used a scale extended to “11” during the task. Slightly more than 20% of participants reported needing a scale extension. This Need for 11 was associated with differences in both reports of mind wandering depth and task performance. We conclude that Tufnel problems warrant methodological consideration and reflect interesting constraints on human judgment.