Download full text
(219.0Kb)
Citation Suggestion
Please use the following Persistent Identifier (PID) to cite this document:
https://nbn-resolving.org/urn:nbn:de:0168-ssoar-227894
Exports for your reference manager
Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback
[journal article]
Abstract We manipulated personalization and group performance feedback to examine their effects on intergroup attributions and prejudice. Following high or low levels of personalized contact with a typical out-group member, participants learned either that the out... view more
We manipulated personalization and group performance feedback to examine their effects on intergroup attributions and prejudice. Following high or low levels of personalized contact with a typical out-group member, participants learned either that the out-group had generally succeeded or that the in-group had failed at the participant’s task. Under high personalization and out-group success, participants exhibited less attributional bias in explaining the success of new out-group job applicants and less prejudice toward them than those under low personalization. By contrast, when one’s in-group had failed, we found similar favorability toward in-group and out-group job applicants. Importantly, when ability attributions and friendliness were separately combined with subjective personalization, both combinations mediated the effects of manipulated personalization in reducing prejudice toward new out-group persons.... view less
Keywords
attribution
Free Keywords
feedback; personalization; prejudice;
Document language
English
Publication Year
2005
Page/Pages
p. 391-410
Journal
Group Processes & Intergroup Relations, 8 (2005) 4
DOI
https://doi.org/10.1177/1368430205056467
Status
Postprint; peer reviewed
Licence
PEER Licence Agreement (applicable only to documents from PEER project)