Culture and group perception: Dispositional and stereotypic inferences about novel and national groups.

Spencer‐Rodgers, Julie; Williams, Melissa J.; Hamilton, David L.; Peng, Kaiping; Wang, Lei

doi:10.1037/0022-3514.93.4.525

Cited by 82 publications

(76 citation statements)

References 97 publications

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“…Artificial stereotypes are necessarily newly learned; as compared to real-life stereotypes they thus also lack the personal involvement that render people motivated to maintain them. However, various studies yielded similar results in studies on artificial groups as in studies on real-life groups (Bruckmüller & Abele, 2010;Spencer-Rodgers et al, 2007), thus attesting to the ecological validity of the former. Yet in followup research we will test whether the ISI Change phenomenon holds for firmly grounded and long-held stereotypes as it does for artificial and newly learned ones.…”

Section: Implications Limitations and Future Researchsupporting

confidence: 55%

The ISI Change phenomenon: When contradicting one stereotype changes another

Maris

Hoorens

2012

Journal of Experimental Social Psychology

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Stereotype-incongruent information Stereotype learning paradigm Indirect Stereotype-Incongruence Induced (ISI) Change phenomenonWhen a population is perceived to consist of two mutually exclusive and exhaustive groups, the stereotypes that people form of these groups are likely to be interdependent. We predicted that stereotype-incongruent information about members of one group (target group) may then evoke change in the stereotype of another group (alternative group) even in the absence of any stereotype-incongruent information about members of the alternative group. We demonstrated this Indirect Stereotype-Incongruence Induced (ISI) Change phenomenon in two studies using novel groups (Study 1 and 2). The effect occurred when the incongruent information was about a competent target group (changing the stereotype about the less competent alternative group) but not when it was about an incompetent target group (Study 2). The ISI Change phenomenon implies that stereotypes may change even in the absence of directly stereotype-incongruent information.

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Section: Implications Limitations and Future Researchsupporting

confidence: 55%

The ISI Change phenomenon: When contradicting one stereotype changes another

Maris

Hoorens

2012

Journal of Experimental Social Psychology

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“…Five items adapted from Spencer-Rogers, Williams, Hamilton, Peng, and Wang (2007) were used to assess the participants’ identification with the Alpha-1 community (e.g., Do you feel like a member of an Alpha-1 community? ).…”

Section: Methodsmentioning

confidence: 99%

Living with a rare health condition: the influence of a support community and public stigma on communication, stress, and available support

Zhu

Smith

Parrott

2017

Journal of Applied Communication Research

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People affected by rare diseases often have limited coping resources and sometimes face stigma. They build communities with others who share their conditions, but not all members may benefit from these communities. This study investigated how adults with a rare genetic health condition (Alpha-1 antitrypsin deficiency; AATD) think about both the Alpha-1 community and public stigma about AATD, and how these cognitions were associated with their communication responses and well-being. The results showed that people with AATD encountered stigmatization from various sources, including family, employers, healthcare providers, and insurance companies. Stronger public stigma predicted more secrecy, more stress, and less available support. Stronger group identification with the Alpha-1 community predicted less secrecy; stronger group activism predicted more available support and more communication to challenge stigmatizers. Post-hoc analyses showed significant interactions between public stigma and group cognitions on communication to challenge stigmatizers. Practical implications for bolstering communities to improve the well-being of people with rare diseases were discussed.

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“…For the forced-choice measure, participants read a series of seven questions (adapted from Spencer-Rodgers, Williams, Hamilton, Peng, & Wang, 2007) that required them to pick the one group that they felt best answered each question (e.g., "Which one of Bob's groups seems most cohesive?" and reverse-coded: "Which group do you think is least organized?…”

Section: Methodsmentioning

confidence: 99%

On the psychological function of flags and logos: Group identity symbols increase perceived entitativity.

Callahan¹,

Ledgerwood²

2016

Journal of Personality and Social Psychology

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Group identity symbols such as flags and logos have been widely used across time and cultures, yet researchers know very little about the psychological functions that such symbols can serve. The present research tested the hypotheses that (a) simply having a symbol leads collections of individuals to seem more like real, unified groups, (b) this increased psychological realness leads groups to seem more threatening and effective to others, and (c) group members therefore strategically emphasize symbols when they want their group to appear unified and intimidating. In Studies 1a–1c, participants perceived various task groups as more entitative when they happened to have a symbol. In Study 2, symbols not only helped groups make up for lacking a physical characteristic associated with entitativity (physical similarity), but also led groups to seem more threatening. Study 3 examined the processes underlying this effect and found that group symbols increase entitativity by increasing perceived cohesiveness. Study 4 extended our results to show that symbols not only shape the impressions people form of novel groups, but also change people’s existing impressions of more familiar and real-world social groups, making them seem more entitative and competent but also less warm. Finally, Studies 5a and 5b further expand our understanding of the psychological function of symbols by showing that group members strategically display symbols when they are motivated to convey an impression of their group as unified and threatening (vs. inclusive and cooperative). We discuss implications for understanding how group members navigate their social identities.

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Culture and group perception: Dispositional and stereotypic inferences about novel and national groups.

Cited by 82 publications

References 97 publications

The ISI Change phenomenon: When contradicting one stereotype changes another

The ISI Change phenomenon: When contradicting one stereotype changes another

Living with a rare health condition: the influence of a support community and public stigma on communication, stress, and available support

On the psychological function of flags and logos: Group identity symbols increase perceived entitativity.

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