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Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback

[Zeitschriftenartikel]

Ensari, Nurcan; Miller, Norman

Zitationshinweis

Bitte beziehen Sie sich beim Zitieren dieses Dokumentes immer auf folgenden Persistent Identifier (PID):http://nbn-resolving.de/urn:nbn:de:0168-ssoar-227894

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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.
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 http://dx.doi.org/10.1177/1368430205056467
Status Postprint; begutachtet (peer reviewed)
Lizenz PEER Licence Agreement (applicable only to documents from PEER project)
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