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Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback
[Zeitschriftenartikel]
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... mehr
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.... weniger
Thesaurusschlagwörter
Attribution
Freie Schlagwörter
feedback; personalization; prejudice;
Sprache Dokument
Englisch
Publikationsjahr
2005
Seitenangabe
S. 391-410
Zeitschriftentitel
Group Processes & Intergroup Relations, 8 (2005) 4
DOI
https://doi.org/10.1177/1368430205056467
Status
Postprint; begutachtet (peer reviewed)
Lizenz
PEER Licence Agreement (applicable only to documents from PEER project)