Bibtex export
@article{ Ensari2005, title = {Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback}, author = {Ensari, Nurcan and Miller, Norman}, journal = {Group Processes & Intergroup Relations}, number = {4}, pages = {391-410}, volume = {8}, year = {2005}, doi = {https://doi.org/10.1177/1368430205056467}, urn = {https://nbn-resolving.org/urn:nbn:de:0168-ssoar-227894}, 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-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.}, keywords = {attribution; Attribution}}