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There is some evidence that organizations with higher pay inequality have more problematic social dynamics. The present research examines whether pay inequality introduces pay‐based intergroup dynamics and shapes the stereotypes of the highest‐ and lowest‐paid employees in the workplace. In two studies (a cross‐sectional survey N = 413, and an experiment N = 286), we found that greater pay inequality (actual or perceived) strengthened perceptions that the highest‐paid employees were assertive and the lowest‐paid were not. Indirect effects analysis suggested that this could be due, in part, to the increased tendency to perceive the highest and lowest‐paid employees as distinct social groups. We also found that greater pay inequality strengthened perceptions that the highest‐paid (but not the lowest‐paid) employees were immoral and unfriendly. Indirect effects analysis suggested this could be due, in part, to the increased tendency to assume that the highest and lowest‐paid employees have negative relations. Together, our research suggests that pay inequality shapes the dynamics and stereotypes of pay‐based groups in ways that could undermine organizational functioning. [ABSTRACT FROM AUTHOR]

A large number of studies support the effectiveness of interventions aimed at reducing public stigma, which has numerous deleterious effects on the lives of people with mental illness. Missing from research literature, however, is an examination of intervention characteristics which may enhance their effectiveness. Drawing from the broader literature concerned with changing perceptions of social outgroups, the present research program explores the role of exemplar typicality—the degree to which the characteristics of outgroup members who participants read about or interact with adhere to stereotypes about their group. Scholars have arrived at divergent conclusions regarding the level of typicality that is the most beneficial, prompting experimentation into this issue. In three studies concerned with stigma against people with mental illness, participants read about (n = 262) or had contact with (E‐contact, n = 248; imagined contact, n = 506) a typical, moderately atypical, or extremely atypical exemplar. Overall, the results suggested typical exemplars to be detrimental or less effective, while atypical exemplars appeared to produce lower public stigma. But there were inconsistent findings regarding the difference between the moderately and extremely atypical exemplars. These results call for intergroup contact scholars to reexamine the claim that typical exemplars are ideal, given their potential to aggravate biases toward some vulnerable social groups. The findings also suggest that organizations implementing prevalent interventions such as contact and personal narratives to reduce mental health stigma should carefully attend to the characteristics of the outgroup exemplars involved. [ABSTRACT FROM AUTHOR]

Universities in the United States issue "timely warnings" when a sexual assault occurs on campus. Timely warnings should make campuses safer by communicating information that allows community members to make informed personal safety decisions. Unfortunately, these warnings often undermine that safety goal by centering the survivor's actions (i.e., walking alone at night) and characteristics (i.e., wearing revealing clothes), rather than or in addition to the perpetrator's actions (i.e., followed the survivor to their house) and characteristics (i.e., wearing a red shirt). The present research investigated whether including survivor‐focused details in timely warnings causes readers to view survivors as less intelligent (i.e., why else would they walk alone at night?) and more promiscuous (i.e., why else would they wear revealing clothes?). Among three distinct samples (registered voters, US undergraduates, US based MTurk participants), we manipulated whether timely warnings included survivor‐focused details. Survivor‐focused, versus not survivor‐focused, warnings caused participants to view survivors as less intelligent (all three samples) and more promiscuous (US undergraduates and US based MTurk participants). Participants also felt safer when timely warnings focused on the survivor. Notably, feeling safer related to believing survivors were less intelligent (US based MTurk participants). We discuss how survivor‐focused timely warnings may ironically make campuses less safe by discouraging survivors from reporting crimes. Materials, data, and analysis code are available online (https://osf.io/acnqb/?view_only=4c9dd1c7abcd4a6bbd2c68e8412fcbdd). [ABSTRACT FROM AUTHOR]

Stress has been implicated in causing people to be more reliant on the use of stereotypes. Mindfulness has been shown to reduce stress, in addition to its promise as a method to reduce negative judgments of members from historically disadvantaged groups. The current study examined the possibility that a brief mindfulness meditation could reduce the reliance on negative Black stereotypes. Endorsement of White stereotypes was also examined. Furthermore, we investigated whether mindfulness could buffer against the tendency of stress to increase reliance on these stereotypes. Participants totaled 160 and were recruited from Mturk and a large Midwestern university. They listened to either a 10‐min mindfulness or control audio tape, then completed either a stressful task or control task before answering questions to gauge reliance on stereotypes. Results indicated that the mindfulness condition significantly reduced the tendency to rely on Black stereotypes in comparison with the control condition. Participants in the stress condition increased reliance on these stereotypes, but mindfulness did not buffer against this effect. Interestingly, mindfulness did not affect the tendency to endorse negative stereotypes about Whites, which tended to be higher than negative Black stereotypes. These results suggest that mindfulness may be particularly effective in reducing the reliance on negative Black stereotypes in neutral conditions, but perhaps not under stressful conditions. Implications and future directions are discussed. [ABSTRACT FROM AUTHOR]

Addressing the damaging effects of implicit stereotypes—spontaneous, awareness‐independent associations between social groups and particular traits—remains a social imperative. These biases have been linked to negative outcomes in settings ranging from the workplace to medical care facilities. However, many techniques found to reduce implicit biases have been shown to yield short‐lived effects. In the present experiment, we assessed the longevity of reduced implicit racial stereotyping resulting from an intensive training technique that focuses on weakening the fundamental attributional processes underlying implicit stereotyping. Specifically, we aimed to strengthen the likelihood of White participants to consider situational attributions for behaviors performed by Black men that might otherwise have been judged to reflect negative African American stereotypes. White participants were randomly assigned to complete either Situational Attribution Training (SAT), a technique comprised of intensive training (480 trials) to "consider the situation" when making judgments about stereotype‐consistent behaviors performed by Black men, or a control task. Implicit stereotyping was assessed 24h later via the Person Categorization Task and found to be reduced for SAT, versus control, participants even after this delay. Implications for future antibias research and practice are considered. [ABSTRACT FROM AUTHOR]

The stereotype content model (SCM) is a prominent model of social perception proposing two dimensions of evaluation: Warmth and competence. Occupational stereotypes have rarely been assessed in this model, especially in the German context, albeit their important impact on how individuals experience gainful occupation and navigate everyday social interactions. Responding to recent methodological critiques regarding the SCM's scale performance, we developed a context‐adapted, well‐performing German‐language SCM scale and assessed warmth and competence ratings of 13 occupational groups in a heterogeneous sample (N = 425). Using the alignment optimization procedure to allow for more reliable latent mean value comparisons, we found occupational stereotypes to differ substantially on both dimensions, with Firefighters presenting the most favorable and Politicians and Unemployed people showing the least favorable evaluations. We discuss our findings in terms of their content‐wise and methodological meaning as well as their implications for research and in occupational contexts. [ABSTRACT FROM AUTHOR]

Impression formation can be biased by group stereotypes. Experiments on impression formation in the hiring context in which applicants' sexual orientation was manipulated have yielded mixed findings: positive, negative, or no stereotyping and discrimination of lesbian or gay applicants. However, impressions of individuals depend on more than their sexual orientation. The present research targets the question of whether adding individualizing information about an applicant can lead to assimilation to group stereotypes and thus negative impressions. To present individualizing information, we drew on social‐network profiles for their practical relevance in contemporary application processes. Specifically, we tested whether private information concerning the romantic relationship of a lesbian, gay, or bisexual applicant leads to the application of negative stereotypes. In the role of a personnel manager, participants evaluated social‐network profiles and application material. Participants rated one fictitious applicant on agency, communion, and hireability. In Experiment 1 (N = 316), male and female applicants differed in sexual orientation and were additionally depicted alone or being kissed by their partner. In Experiment 2 (N = 419), focusing on male applicants, we hypothesized that negative stereotypes are activated if gay or bisexual, but not heterosexual men live in a non‐normative relationship form (polyamory vs. control: monoamory). Different from expectations, adding individualizing information did not lead to more negative impressions of gay, lesbian, or bisexual applicants. We discuss the implications of these positive impressions for social‐psychological theories. [ABSTRACT FROM AUTHOR]

Throughout pregnancy and into the immediate postpartum period, women are generally perceived to be incompetent, stressed, and forgetful. However, the neuropsychological "baby brain" literature remains unclear and contradictory. Across two studies, we provide the first experimental tests of whether perceived cognitive impairment in pregnancy can be explained by stereotype threat theory, which proposes that awareness of negative stereotypes about one's ingroup can harm performance. In Study 1 (N = 364), we tested stereotype threat effects in a 2 (stereotype threat versus no threat) × 3 (pregnant women versus new mothers versus never‐pregnant female control) design. We observed a main effect of group on memory performance (pregnant women and new mothers performed worse than controls), but no other main or interactive effects. Study 2 (N = 409) aimed to extend these research questions with mathematics ability, memory, and attention as the dependent variables. Again, we found that a stereotype threat manipulation did not impair pregnant women and new mothers' cognitive performance, nor was there any interactive effects. Groups also did not differ in their performance. We discuss these results in the context of stereotype threat mechanisms, calling into question whether a stereotype threat paradigm can be applied effectively to pregnancy‐related stereotypes. This work has implications for the advancement of stereotype threat as a theory and contributes to the reappraisal of the utility of stereotype threat as a way of understanding how stereotypes affect performance. [ABSTRACT FROM AUTHOR]

An appraisal tendency approach was adopted to explore the influence of emotional certainty on stereotyping and judgment in a workplace context. Across two studies, participants completed an emotional memory task designed to induce emotions representing two different levels of emotional certainty (certain versus uncertain). They then reviewed interview footage, a résumé, and qualifying criteria before rating a hypothetical job candidate's personality and employability. Study 1 revealed that emotions high in certainty (compared to uncertainty) led to more favorable personality and employability ratings for attractive compared to unattractive candidates. Study 2 produced the same pattern of results for younger (compared to older) candidates. We conclude that certainty appraisals associated with temporary, incidental emotions are a useful predictor of the likelihood that stereotypes will be applied during decision making. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

To resolve the problem of ageist attitudes in organizational contexts, the psychological processes that contribute to their endorsement must be investigated. We suggest that lay theories of aging (essentialist beliefs about cognitive aging, EBCA), fixed versus growth mindsets, and lay theories of time (LTT, perceptions of time as change versus. repetition) represent a set of beliefs linked to ageist attitudes toward older workers. We also propose that relationships between these beliefs and ageism are mediated by stereotypical perceptions of older workers. In a pilot study, we constructed a measure of ageist attitudes toward older workers (AATOW). In the main study, we surveyed 166 younger workers (18–30 years old, employed full‐time), measuring EBCA, mindsets, LTT, age‐related stereotypes, and AATOW. The results demonstrated that there were significant relationships between EBCA, fixed mindset, LTT, and ageist attitudes. The relationships between EBCA and ageism, and mindsets and ageism were mediated by perceptions of older workers as not adaptable, while the relationship between LTT and ageism was not mediated by age‐related stereotypes. Implications for organizational efforts to nurture an age‐inclusive intergenerational workforce are discussed. [ABSTRACT FROM AUTHOR]

The present study examined the effect of group labels on helping behavioral intentions toward displaced people in Germany. Specifically, it examined the impact of different labels evoking either voluntary or forced migration (i.e., migrants, economic migrants, and refugees) on different helping orientations (e.g., dependency vs. autonomy‐oriented helping) and if these effects occur via perceived intergroup threat, warmth and competence stereotypes. Participants (N = 304) were randomly assigned to one of three conditions (refugee vs. migrant vs. economic migrant) and read fabricated case vignettes, featuring a displaced person who arrived in Germany recently. Results showed that, as predicted, the use of different group labels affected the helping orientations of host society members, as well as, the stereotypes they held. No significant label effects were found for intergroup threat. While the label refugee evoked dependency‐oriented helping intentions and triggered paternalistic stereotypes, the label economic migrants increased opposition to help, decreased help affirmation and evoked envious stereotypes. Practical implications to strengthen peaceful intergroup relations between host society members and newcomers are discussed. [ABSTRACT FROM AUTHOR]

Age discrimination at work is a widespread destructive phenomenon that often takes subtle forms. Based on negative stereotypes about older employees, we argue that older employees often experience that they are perceived as less ideal followers than younger employees. We propose that older and younger employees do not differ in what they assume their supervisors expect of an ideal follower (implicit followership theories, IFTs). Thus, we hypothesize that older employees perceive that they compare less favorably to their supervisors' IFTs than younger employees (i.e., worse IFT‐fit). This should entail lower quality of the relationship between leader and follower (leader‐member‐exchange, LMX), which, in turn, should have detrimental effects on employees' health (i.e., burnout) and job attitudes (i.e., job satisfaction, turnover intentions, and identification). We tested our model in a field study with 379 employees. Results differed for ideal and counter‐ideal follower attributes. Concerning counter‐ideal follower attributes (e.g., being incompetent), age had the proposed negative effect on psychological health and job attitudes that mediated through IFT‐fit and LMX. Concerning ideal follower attributes (e.g., thinking ahead), older employees expected their supervisors not only to think less of them than of their younger colleagues, but also expected them to have less demanding IFTs—contrary to our expectations. Employee age was negatively related to psychological health and job attitudes, mediated through lower perceived IFTs, worse perceived appraisal of the actual employee and their joint effects on LMX. [ABSTRACT FROM AUTHOR]

One hypothesized reason for why a disproportionately low number of men enter caregiving fields is how such men are perceived. In two studies, drawing upon the Stereotype Content Model and the lack‐of‐fit model, we tested whether men would encounter more social (e.g., likeability bias) and economic (e.g., hiring or job opportunity bias) penalties than women in caregiving professions due to perceptions that men are less warm than women. In all three studies, we created job or employment materials in which the gender of the candidate or employee was manipulated. In Study 1, a female preschool teacher received higher warmth ratings than a male preschool teacher, which in turn predicted preference for the female teacher over the male teacher. In Study 2, a female social worker was rated more highly in warmth and job hireability than a male social worker; warmth also mediated the relationships between gender and both likeability and job hireability. In Study 3, a male preschool teacher was rated lower in warmth, likeability, job hireability, and job suitability than both a female preschool teacher and a preschool teacher with an unspecified gender. There were no differences between perceived competence of men and women in caregiving positions when competence was assessed. Implications for the factors that predict adverse reactions to and penalties against men in caregiving occupations, as well as interventions to combat the potential negative effects of such penalties on men's interest in caregiving careers, are discussed. [ABSTRACT FROM AUTHOR]

Abstract: Prejudice against Gypsies/Travellers is prevalent in the United Kingdom and elsewhere but there is a lack of research investigating the underlying factors. The present research examined the relationships between different types of intergroup threats and their antecedents and U.K. residents' attitudes toward Gypsies/Travellers. Regression analyses confirmed that negative stereotypes, symbolic threats, and intergroup anxiety predicted attitudes, whereas multicultural ideology endorsement, ingroup identification, realistic threats, and intergroup anxiety predicted support for Gypsy/Traveller group rights. Moreover, multicultural ideology endorsement predicted support for group rights indirectly through realistic threats, whereas negative stereotypes predicted attitudes indirectly through symbolic threats and intergroup anxiety and predicted support for group rights indirectly through realistic threats and intergroup anxiety. Discussion focuses on the implications for strategies aimed at reducing what is often defined as “the last acceptable racism.” [ABSTRACT FROM AUTHOR]

Since stereotypes about people with acquired brain injury (ABI) can lead to prejudice, studying these stereotypes is highly important. In two studies, we examined these stereotypes both on idiosyncratic dimensions and on the two dimensions of the Stereotype Content Model. Participants completed a specific questionnaire about ABI and warmth and competence questionnaires regarding people with ABI and other social groups. Specific stereotypes about ABI were found to be underpinned by dimensions of 'cognitive impairments and ADL limitations,' 'catastrophic outcomes,' and 'personal and interpersonal development.' Within the model, people with ABI were seen as being warm but incompetent. The ambivalent ABI stereotype could elicit prejudicial attitudes that may impede rehabilitation. [ABSTRACT FROM AUTHOR]

We propose that one politician's disrespectful behavior can spill over to voters' generalized judgments of politicians and thereby affect trust in the political system. We delineate the spillover effect along the basic dimensions of social judgment, communion, and agency. Moreover, we argue that any spillover effect is contingent on the focal politicians' category prototypicality, that is, their representativeness of politicians as such. Conducting an experiment ( N = 392) and a field study ( N = 273), we found that politicians' respect only affected trust through generalized communion ratings. This spillover only occurred if the observed politician was perceived as prototypical. Our findings provide new insights on when and how individual politicians may be able to undermine voters' trust in the political system. [ABSTRACT FROM AUTHOR]

The goal congruity perspective suggests that students may not enter engineering, in part, because they believe engineering is unlikely to fulfill communal, other-oriented goals. Increasing beliefs that engineering fulfills communal goals can increase engineering interest. We examine how actual and expected communal experiences in science, technology, engineering and math (STEM) shape engineering interest. Study 1 demonstrates that past communal STEM experiences predict greater beliefs that engineering fulfills communal goals and positive engineering attitudes. Using experimental methods, studies 2 and 3 demonstrate that including a service-learning project in an engineering course description increases beliefs that the course fulfills communal goals and course interest. These findings suggest that communal STEM experiences, and service learning in particular, can increase interest and participation in engineering. [ABSTRACT FROM AUTHOR]

Approximately 2.5 million children in the European Union and the United States have incarcerated parents, the vast majority of which are fathers. Three experiments modeled on real legal cases (total N = 881) investigated how parent gender affects decisions regarding contact between incarcerated parents and their children. Results showed that measures facilitating relationship maintenance in relevant domains (sentence length, visitation rights, and alleviating postsentencing conditions) were supported less when they involved a father despite identical prior information about the legal case. Mediation analyses suggest two distinct processes explaining these disparities: participants' crime-related attributions, and their stereotypical expectations about the different familial roles of mothers and fathers. Practical implications of these findings and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Pain judgments are the basis for pain management. The purpose of this study was to assess Black and White participants' race-related pain stereotypes. Undergraduates ( n = 551) rated the pain sensitivity and willingness to report pain for the typical Black person, White person, and themselves. Participants, regardless of race, rated the typical White person as being more pain sensitive and more willing to report pain than the typical Black person. White participants rated themselves as less sensitive and less willing to report pain than same-race peers; however, Black participants rated themselves as more pain sensitive and more willing to report pain than same-race peers. These findings highlight similarities and differences in racial stereotypic pain beliefs held by Black and White individuals. [ABSTRACT FROM AUTHOR]

This study examined the relevance of disgust to evaluations of an obese target person, and the connection between disgust and prejudice toward that person. Participants ( n = 598) viewed an image of an obese or non-obese woman, and then evaluated that woman on a number of dimensions (emotions, attitudes, stereotypes, desire for social distance). Compared with the non-obese target, the obese target elicited more disgust, more negative attitudes and stereotypes, and a greater desire for social distance. Furthermore, disgust mediated the effect of the target's body size on all of the outcome variables (attitudes, stereotypes, social distance). Disgust plays an important role in prejudice and discrimination toward individuals with obesity, and might in part explain the pervasiveness of weight bias. [ABSTRACT FROM AUTHOR]

This research provided a novel experimental test of mental illness stigma and reactions to treatment seeking decisions for male and female targets. In Experiment 1 ( N = 420), robust stigma emerged for targets exhibiting major depressive disorder; they were rated as less likeable, competent, and hirable than comparable normatively functioning targets. These results were unaffected by target gender. In Experiment 2 ( N = 322), moderated mediation analysis revealed that a depressed male target embodying masculine stereotypes by seeking professional treatment experienced less stigma than an identical male target who did not seek treatment (and respect mediated this difference). For female targets, treatment seeking did not impact respect or stigma. Implications for the gender gap in treatment seeking and relevant interventions are discussed. [ABSTRACT FROM AUTHOR]

Public stigma toward mental illness subgroups (11 mental illness subgroups and 2 subgroups perceived to have mental illness) was examined. Competence and warmth stereotypes were used to predict emotional reactions posited to mediate behavioral inclinations ranging from passive to active harm or facilitation. Fear mediated the relationship between low competence and warmth stereotypes and passive harm. Anger, and to a lesser extent fear, mediated the relationship between low warmth and active harm. Pity mediated the relationship between warmth and active facilitation. Neither envy nor admiration linked stereotypes to behavioral reactions. Results suggest that emotions share motivational direction with behavior, to approach or to avoid, rather than simply sharing valence. Implications for research on stigma toward mental illness subgroups are discussed. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Two studies examined Hispanic individuals' preferences for using ten different bias reduction strategies when interacting with a doctor whose beliefs about their group were either ambiguous or clearly biased. Consistent with predictions, participants who imagined interacting with a doctor whose beliefs were ambiguous preferred strategies that facilitate positive doctor-patient interactions, whereas participants whose doctor explicitly endorsed negative stereotypes about their group preferred strategies that address stereotype content. The results also revealed that, regardless of whether the doctor's beliefs were ambiguous or clearly biased, stigma consciousness predicted participants' preferences for using strategies that address stereotype content. These findings suggest that both doctors' behavior and individual-level factors influence how minority individuals choose to behave in a healthcare setting. [ABSTRACT FROM AUTHOR]

Terrorist attacks committed in 2003 by Turkish Islamist extremists threatened the social identity of Turkish Muslims by associating them with terrorism. Using a 2 × 3 experimental design, we categorized Turkish respondents and terrorists as members of a shared superordinate group (' Muslims') or as members of separate subgroups. When sharing superordinate group membership with terrorists, less identified Turkish respondents experienced ambivalent identification, i.e., they sought to maintain attachment to their group while simultaneously seeking distance from it. Ambivalent identification was reduced when respondents emphasized their typicality as members of a Muslim subgroup that did not include terrorists. The discussion focuses on ambivalent identification as a response to identity threat, and the implications for Islamist terrorism for the social identity of Muslims. [ABSTRACT FROM AUTHOR]

Little is known about the linguistic transmission and maintenance of mutual stereotypes in interethnic contexts. This field study, therefore, investigated the linguistic expectancy bias ( LEB) and the linguistic intergroup bias ( LIB) among German and Turkish adolescents (13 to 20 years) in the school context. The LEB refers to the general phenomenon of describing stereotypes more abstractly. The LIB is the tendency to use language abstraction for in-group protective reasons. Results revealed an unmoderated LEB, whereas the LIB only occurred when foreigners were in the numerical majority, the classroom composition was perceived as a learning disadvantage, or the interethnic conflict frequency was high. These findings provide first evidence for the use of both LEB and LIB in an interethnic classroom setting. [ABSTRACT FROM AUTHOR]

Attributions for sexual orientation strongly predict opposition to gay rights policies; however, we propose that beliefs that gays and lesbians violate important values drive gay rights opposition and account for the relationship between attributions and anti-gay discrimination. In two studies, we found that beliefs that gays and lesbians violate values accounted for much of the relationship between attributions and anti-gay discrimination. In addition, these stereotypes were the most powerful predictors of opposition to gay rights when both value violations and attributions were included in the model. Results also demonstrated that violations of specific values predicted opposition to policies relevant to those values. This suggests that attributions of choice over sexual orientation are less relevant for predicting opposition to gay rights than beliefs about choice to uphold or violate values. [ABSTRACT FROM AUTHOR]

Popular stereotypes suggest that generational differences among workers present challenges for workplace managers. However, existing empirical research provides mixed evidence for generational differences in important values and attitudes. The current study extends generational effects research by examining differences in actual workplace behaviors. Drawing from commonly held generational stereotypes, the authors hypothesized that Baby Boomers would exhibit (Hypothesis 1) fewer job mobility behaviors and (Hypothesis 2) more instances of compliance-related behaviors in comparison with both Gen Xers and Millennials, while (Hypothesis 3) Gen Xers would be less likely to work overtime in comparison with Baby Boomers and Millennials. A sample of 8,040 applicants at two organizations was used to test these predictions. Results provided support for Hypothesis 1 and Hypothesis 3 and partial support for Hypothesis 2, but the effect sizes for these relationships were small. It appears the effects of generational membership on workplace behavior are not as strong as suggested by commonly held stereotypes. Implications for future research and practice are discussed. [ABSTRACT FROM AUTHOR]

A quasi-experiment was carried out to analyze the effect of the catastrophe of Japan on previous stereotypes about Japanese people. Based on the stereotype content model and behaviors from intergroup affect and stereotypes model, we found that the earthquake and its consequences modified participants' perception of Japanese power and influence and the compatibility between Japanese interests and goals and their own country's interests. These changes in the structural factors induced further changes in emotional and behavioral reactions toward Japanese people. [ABSTRACT FROM AUTHOR]

Previous research indicates that superficial details can influence judgments about science. The current research investigated whether the content of research influences judgments about whether research is scientific. In Experiment 1, participants judged topics and equipment associated with natural science to be more scientific than topics and equipment associated with behavioral science. Experiment 2 found that natural science topics combined with natural science equipment were rated as more scientific than all other combinations. Experiment 3 replicated these findings and found that research using natural science topics and natural science equipment was also judged to be more important. Thus, although science is defined by its method, the topic being investigated and the equipment being used influence judgments about what is scientific. [ABSTRACT FROM AUTHOR]

Two studies examined the relationship between social status and obesity stereotypes. In Study 1, obese individuals were seen as having lower status than non-obese individuals, and status ratings were positively correlated with common obesity stereotypes. In Study 2, targets were depicted as overweight or lean, and as having a high-status or low-status job. High-status heavy targets were rated as less lazy and more competent than were their low-status counterparts, but status did not impact ratings of sloppiness or warmth. The findings indicate that obesity can serve as a status cue. Furthermore, the findings provide preliminary evidence that status is related to the attribution of certain stereotypes to obese individuals, while also highlighting the multifaceted nature of obesity stereotypes. [ABSTRACT FROM AUTHOR]

This research examines the role of aspirations for cooperative relations between people with mental disorders and other community members in influencing commitment to stigma-reducing practices and promoting positive social change. Two studies demonstrated that a measure of aspirations for a cooperative community is distinct from social and community identification measures and strongly predicts positive beliefs and behavioral intentions. Findings support the proposal that these aspirations reflect a shared ideology for members of an opinion-based group that support mental health advocacy. The findings provide evidence that the aspirations construct adds to knowledge about collective identities and offers a useful tool for designing stigma reduction and social-change strategies for the benefit of people with mental disorders. [ABSTRACT FROM AUTHOR]

This cross-sectional study examined (a) the impact of in-group (own-group conformity pressure) and out-group (perceived discrimination, stereotype confirmation concern) race-related stressors; (b) the direct effect of 2 in-group- (private regard, centrality) and 1 out-group-oriented (public regard) racial identity factors; and (c) the potential protective role of these identity factors on the impact of stressors on the anxiety of Asian Pacific Islander American ( API) college students attending a racially diverse university. As predicted, positive feelings toward one's own racial group (i.e., private regard) had a significant negative relationship with anxiety. Private regard protected APIs from own-group conformity pressures and stereotype confirmation concerns. Findings address the diverse university context that may create acculturative pressures or stereotype confirmation concern conditions. [ABSTRACT FROM AUTHOR]

Does sleepiness make one more likely to engage in stereotyping? Are people more likely to be prejudiced because of a poor night of sleep? Borrowing from ego depletion theory and research on self-control and prejudice, the present work investigates these questions. We suggest that sleep is a diminishable resource that fuels self-control and is, therefore, necessary for inhibiting prejudice. A series of 3 studies show that sleep did influence prejudice. Furthermore, we found that the relationship between sleep and prejudice was marginally moderated by negative implicit associations, such that this relationship primarily held true for individuals who have high negative implicit associations. These results highlight the critical role that sleep plays in suppressing prejudice. [ABSTRACT FROM AUTHOR]

According to rigorous guidelines of instrument development, a 17-item chronic carriers of hepatitis B virus-related stigma scale ( HBV-SS) in college students, including 4 domains (labeling, stereotype, separating, discrimination), was developed with data from 717 college students in China. Cronbach's alpha coefficient of HBV-SS was .85. Four common factors were extracted in accordance with the conceptual model. Students with HBsAg positive/ever-positive (vs. negative), with HBsAg ever-positive (vs. never positive/did not know), and students who had any family member, friend, or acquaintance as a chronic carrier of HBV (vs. had not/did not know) had significantly lower scores. Research has shown that the scale is reliable, valid, and sensitive and is recommended for application of HBV-SS to assist public health practice. [ABSTRACT FROM AUTHOR]

This three-part study examined 421 mid- Atlantic university students' perceptions of the content of social stereotypes related to fathers- and men-in-general. College students viewed men-in-general as having far fewer positive parenting and personal qualities, but generally did not differ in breadwinning characteristics when compared to fathers-in-general. The results empirically supported the notion that younger adults generally do not view men-in-general as having the qualities associated with active fathering (e.g., being physically, financially, or emotionally involved with children), although they are seen as comparable providers. Men-in-general also are viewed much more negatively than fathers-in-general. Implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Age and race differences in race stereotype awareness and endorsement were examined in 382 Black and White fourth, sixth, and eighth graders. Youths reported their own beliefs and their perceptions of adults' beliefs about racial differences in ability in two domains: academics and sports. Children's own endorsement of race stereotypes was highly correlated with their perceptions of adults' race stereotypes. Blacks reported stronger traditional sports stereotypes than Whites, and 4th- and 6th-grade Blacks reported roughly egalitarian academic stereotypes. At every grade level, Whites reported academic stereotypes that favored Whites, and 6th- and 8th-grade Whites reported sports stereotypes that favored Blacks. Results support the tenets of status theory and have implications for identity development and achievement motivation in adolescents. [ABSTRACT FROM AUTHOR]

Older individuals often believe they can drive better than their contemporaries. This belief is an example of downward social-comparisons; they can be self-enhancing tools that lead to beneficial outcomes. As predicted, we found that drivers who engaged in downward social-comparisons were significantly less likely to have adverse driving events over time, after controlling for relevant factors ( p = .02). This effect was particularly strong among women, who tend to experience more negative driving stereotypes ( p = .01). The study was based on 897 interviews of 117 elder drivers, aged 70-89 years, over 2 years. Our findings suggest that interventions to reduce adverse driving events among elders could benefit from including a psychological component. [ABSTRACT FROM AUTHOR]

The goal of the present study was to determine whether gender-neutral language, used to replace male-biased language, carries an implicit male bias. Participants read passages in which a target occupation was introduced using either male-biased or gender-neutral nouns. A target sentence followed defining the gender of the occupational character. In Experiment 1, participants read target sentences defining the character as a woman more slowly following passages that contained male-biased nouns and gender-neutral nouns. In Experiment 2, an additional sentence was added that defined the occupational character as a woman. This information eliminated the reading disruption in Experiment 1 demonstrating that gender-neutral language can moderate against activation of gender stereotypes when combined with an explicit mention that the occupational character is female. [ABSTRACT FROM AUTHOR]

Non-Whites' stereotypes of White women were examined, comparing three perspectives: (1) White women are perceived similarly to ethnically 'generic' stereotypes of women; (2) stereotypes are opposite of stereotypes of participants' own ethnic group; and (3) stereotypes are derived from media images of White women. In Study 1, participants listed stereotypes of White women in an open-ended fashion. In Study 2, those stereotypes were developed into a close-ended questionnaire, completed by a second set of participants. White women were perceived as attractive, blonde, ditsy, shallow, privileged, sexually available, and appearance focused. We concluded that White women are ethnically marked. Stereotypes of White women are consistent with media images of White women. [ABSTRACT FROM AUTHOR]

This study investigated whether racial group membership is diagnostic in predicting the characteristics ascribed to managers. Scales were created to examine the work-relevant racial stereotypes of Black and White managers. Following the diagnostic ratio approach to assessing stereotypes, participants rated the likelihood that characteristics from each scale were descriptive of Black and White managers. We found that White managers were stereotyped as more competent, ambitious, and manipulative; whereas Black managers were stereotyped as more interpersonally skilled and less polished. Additionally, we examined whether success information would ameliorate the effects of these stereotypes. Once success information was made explicit, differences in the achievement-oriented scales (competence and ambition) were eliminated. However, differences in the social-oriented scales (interpersonally skilled, manipulative, unpolished) still persisted. [ABSTRACT FROM AUTHOR]

Previous research on gender effects in robots has largely ignored the role of facial cues. We fill this gap in the literature by experimentally investigating the effects of facial gender cues on stereotypical trait and application ascriptions to robots. As predicted, the short-haired male robot was perceived as more agentic than was the long-haired female robot, whereas the female robot was perceived as more communal than was the male counterpart. Analogously, stereotypically male tasks were perceived more suitable for the male robot, relative to the female robot, and vice versa. Taken together, our findings demonstrate that gender stereotypes, which typically bias social perceptions of humans, are even applied to robots. Implications for design-related decisions are discussed. [ABSTRACT FROM AUTHOR]

Some studies have found that acknowledging one's stigmatized social identity in an evaluative context leads to more favorable evaluations, whereas others have found that stigma acknowledgment can increase negative evaluations. The present study examined one potential factor (i.e., evaluators' attitudes toward social groups to which acknowledgers belong) that may moderate the relation between stigma acknowledgment and evaluations, in the context of race and gender acknowledgment in the 2008 U.S. presidential election. Results indicated that acknowledgment of race, but not gender, led to more negative evaluations, particularly for high-prejudiced individuals. The findings highlight the importance of examining stigma acknowledgment effects from a Person × Situation perspective. Implications for advancing understanding of acknowledgment as a useful strategy in evaluative contexts are discussed. [ABSTRACT FROM AUTHOR]

Though research has demonstrated that media coverage of men and women politicians differ, fewer studies have examined the dual influence of gender stereotypes and types of media coverage in influencing public perceptions of women politicians. Study 1 ( N = 329) examined how pre-existing attitudes toward women leaders and valence of media message impacted perceptions of a woman senator and evaluations of the media source. Study 2 ( N = 246) explored how media focus on a woman politician's personality or ability impacted perceptions of her warmth/likability and competence. Results suggest the media has particular influence on judgments of women politicians' likability (the 'competent but cold' effect), providing evidence that women politicians need to be vigilant in monitoring their media depictions. [ABSTRACT FROM AUTHOR]

This research examined implicit exercise-related bias between exercising groups. Participants ( N = 53) completed an Implicit Association Test with neutrally valenced exerciser or couch potato exemplars. Participants who explicitly identified as exercisers had greater positive bias toward exercisers and against couch potatoes than did participants who identified as nonexercisers. Similarly, participants who reported greater exercise had significantly greater positive bias toward exercisers than did participants who reported less exercise. Our results expand on existing research on anti-fat and exercise-related stereotypes by providing evidence of implicit biases for exercisers and against couch potatoes among those who are already active. [ABSTRACT FROM AUTHOR]

We examined the impact of acculturation on attitudes toward gay men and lesbians in the Vietnamese American community. We recruited 114 Vietnamese American participants at a large community organization. The Suinn-Lew Asian Self-Identity Acculturation Scale () was used to measure participants' acculturation levels, while the Attitudes Toward Lesbian and Gay Men Scale () was used to measure participants' attitudes toward homosexuality. It was hypothesized that Vietnamese Americans with higher levels of acculturation would have more positive attitudes toward homosexuality. The results supported this hypothesis. Additionally, we found a complicated pattern of results explaining attitudes based on acculturation level, age, and gender. [ABSTRACT FROM AUTHOR]

Two studies examined modern homonegative attitudes among nonstudents. In Study 1, participants completed the Modern Homonegativity Scale (MHS; ) and other measures. Results indicated that MHS scores correlated positively with neoracism, neosexism, and the Protestant work ethic, and negatively with humanitarianism-egalitarianism. Gender differences were found and, irrespective of participant sex, greater modern homonegativity was directed toward gay, rather than lesbian targets. Study 2 extended research in the realm of modern homonegativity by investigating the linkage between modern homonegative attitudes and behavioral intentions in a sample of 196 community participants. As expected, modern homonegativity predicted discriminatory behavioral intentions toward a gay, but not a straight mayoralty candidate. Applications of these findings and future research directions are discussed. [ABSTRACT FROM AUTHOR]

Two studies examined modern homonegative attitudes among nonstudents. In Study 1, participants completed the Modern Homonegativity Scale (MHS; ) and other measures. Results indicated that MHS scores correlated positively with neoracism, neosexism, and the Protestant work ethic, and negatively with humanitarianism-egalitarianism. Gender differences were found and, irrespective of participant sex, greater modern homonegativity was directed toward gay, rather than lesbian targets. Study 2 extended research in the realm of modern homonegativity by investigating the linkage between modern homonegative attitudes and behavioral intentions in a sample of 196 community participants. As expected, modern homonegativity predicted discriminatory behavioral intentions toward a gay, but not a straight mayoralty candidate. Applications of these findings and future research directions are discussed. [ABSTRACT FROM AUTHOR]

According to social identity theory, when group status is threatened, highly committed group members respond with greater in-group favoritism. However, some of the groups build their identities on negative self-stereotypes. For such groups, status-threatening information should lead their members to confirmation of the group's negative self-image. Study 1 examined the effects of group-directed threat in a group with a long tradition of negative self-perception. The manipulation led participants to higher ratings of the out-group, and reduced adherence to in-group-defending ideologies. Study 2 provided further support to our predictions: Participants holding negative self-stereotypes reacted to group-image threats with more positive feelings about out-groups. Findings are discussed within the theoretical framework of social identity theory and self-verification theory. [ABSTRACT FROM AUTHOR]