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Three experiments examined cultural differences and similarities in folk wisdom about the effects of perceived conflict. In Study 1, Americans exhibited an optimistic bias relative to East Asians in their beliefs about perceived relationship conflict, but not conflict in general. Study 2 suggests that these findings cannot be accounted for by cultural differences in perceptions about the distinction, or lack thereof, between relationship and task-focused forms of conflict. Furthermore, the results demonstrated an interaction effect such that both groups prefer to address and resolve perceived task conflict proactively, whereas only European Americans perceive that it is relatively unnecessary to address relationship conflict to achieve task performance. Study 3 suggests that these cultural patterns have behavioral implications, such that Americans were more likely than East Asians to join a talented group likely to experience relationship conflict. Together, these results suggest novel implications for intragroup dynamics in intercultural contexts. [ABSTRACT FROM AUTHOR]

This study examined the relationship between White Americans' genetic explanations, conceptualized as genetic lay theories, for perceived racial differences and for sexual orientation, and attitudes toward Blacks, and gay men and lesbians, respectively. Considering contrasting public discourse surrounding race and sexual orientation, we predicted that genetic lay theories would be associated with greater prejudice toward Blacks, but less prejudice toward gay men and lesbians. The findings, based on a representative sample of 600 White Americans, were consistent with expectations. Results are discussed in relation to the literature on essentialism and implicit theories of the malleability of traits. The present research broadens our view of lay theories by showing how they support either prejudice or tolerance, depending on the target group. [ABSTRACT FROM AUTHOR]

Two studies examined people's beliefs about the relative disconfirmability of out-group and in-group stereotypes. In Study 1 (n = 56), Hispanics and White non-Hispanics judged the in-group and out-group stereotypes in terms of the ease with which they could be disconfirmed. The results indicated that strongly, ethnically identified participants believed the out-group stereotype to be more difficult to disconfirm than the in-group stereotype. The second study with 73 White participants examined their beliefs about the disconfirmability of the White and African American stereotypes. The results indicated that participants higher in prejudice believed the African American stereotype is more difficult to disconfirm than the White stereotype to a greater degree than participants lower in prejudice. The results suggest that disconfirmability beliefs comprise a distinct construct that may contribute to the difficulty of changing out-group stereotypes. [ABSTRACT FROM AUTHOR]

In the present study, 4 variables (realistic threats, symbolic threats, intergroup anxiety, and negative stereotypes) were used to predict prejudice toward immigrants from Cuba, Mexico, and Asia in samples of students from states in the United States that are affected by immigration from these areas (Florida, New Mexico, and Hawaii, respectively). All 4 variables were significant (or marginally significant) predictors of attitudes toward these immigrant groups. Evidence is presented that the predictor variables are conceptually and empirically distinct. However, these variables do appear to be tied together by an underlying theme: They all concern threats to the in-group or its members. Some of the implications of the results for intergroup relations are discussed. [ABSTRACT FROM AUTHOR]

Two studies provide evidence that Latins (i.e., Mexicans and Mexican Americans) are guided by a concern with socioemotional aspects of workplace relations to a far greater degree than are Anglo-Americans. The focus on socioemotional considerations results in Latins having a relatively greater preference for workgroups having a strong interpersonal orientation. Preferred relational style had a far greater impact on preferences for workgroups and judgments about their likely success than did the ethnic composition of the workgroups for both Latins and Anglo-Americans. Evidence that the two groups differ markedly in relational schemas comes from examination of suggestions about how group performance could be improved, judgments about whether a focus on socioemotional concerns necessarily entails a reduction in task focus, and recall for socioemotional aspects of workgroup interactions. Implications for the dynamics of intercultural contact are discussed. [ABSTRACT FROM AUTHOR]