Dispelling negative expectancies: The impact of interaction goals and target characteristics on the expectancy confirmation process

Darley, John M.; Fleming, John H.; Hilton, James L.; Swann, William B.

doi:10.1016/0022-1031(88)90042-x

Cited by 53 publications

(38 citation statements)

References 29 publications

(22 reference statements)

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“…These earlier ®ndings regarding partisanship and biased perceptions are consistent with a wide body of literature documenting how individuals are motivated to make inferences consistent with their preferred conclusions (Dunning, 1999;Kunda, 1990;Kruglanski, 1989) and how interaction goals affect the information probing that ultimately in¯uences impressions of others (Darley, Fleming, Hilton, & Swann, 1988). Thus, it seems that the accuracy of partisan judgments are susceptible to intergroup biases.…”

Section: The Current Investigationsupporting

confidence: 60%

Partisanship and the status quo

Kray

Robinson

2001

Euro J Social Psych

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Individuals advancing the status quo in partisan con¯ict are more favorably evaluated compared to individuals advocating change (Keltner & Robinson, 1997). We explore two aspects of this intergroup bias: ®rst, a target effect whereby groups who aim to change the status quo are judged more negatively than those favoring its preservation; and second, an observer effect whereby those favoring the status quo de®ne the con¯ict in terms of the status quo versus change to a greater extent than those advancing change. We sought to extend our understanding of these partisan effects via a minimal-group induction of partisanship in the laboratory. In our study, participants viewed a negotiation between two group representatives, where half of the groups either defended the status quo or advocated change. As predicted, partisan observers: (a) favored the negotiator advancing the status quo (consistent with the target effect), (b) were more likely to attribute actions to the negotiators as stemming from their status quo versus change preference when they themselves were aligned with the status quo rather than change (consistent with the observer effect), and (c) when aligned with the status quo, expected a more effortful con¯ict than those seeking change (consistent with the observer effect). It is suggested that these biased perceptions are basic to intergroup, partisan processes involving change.

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Section: The Current Investigationsupporting

confidence: 60%

Partisanship and the status quo

Kray

Robinson

2001

Euro J Social Psych

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“…Thus, they stood to win $25 provided they qualified for the drawing. Similar instructions have successfully manipulated perceivers' motivational sets in past research (Darley et al, 1988;Neuberg, 1989).…”

Section: Methodsmentioning

confidence: 99%

“…Nonmotivated perceivers tend to confirm negative expectancies because they concentrate on nonthreatening (i.e., nondiagnostic) information when interacting with targets. In contrast, motivated perceivers tend to investigate the truth behind an expectancy, which subsequently allows it to be dispelled (Darley, Fleming, Hilton, & Swann, 1988;Fleming & Rudman, 1990). …”

Section: Motivational Influences On Impression Formationmentioning

confidence: 99%

Self-promotion as a risk factor for women: The costs and benefits of counterstereotypical impression management.

Rudman¹

1998

Journal of Personality and Social Psychology

1,206

1,142

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Self-promotion may be instrumental for managing a competent impression, yet women who self-promote may suffer social reprisals for violating gender prescriptions to be modest. Experiment 1 investigated the influence of perceivers' goals on processes that inhibit stereotypical thinking, and reactions to counterstereotypical behavior. Experiments 2-3 extended these findings by including male targets. For female targets, self-promotion led to higher competence ratings but incurred social attraction and hireability costs unless perceivers were outcome-dependent males. For male targets, self-effacement decreased competence and hireability ratings, though its effects on social attraction were inconsistent.Self-promotion appears prominently in any taxonomy of impression-management (IM) strategies (e.g., Jones & Pittman, 1982). Designed to augment one's status and attractiveness, self-promotion includes pointing with pride to one's accomplishments, speaking directly about one's strengths and talents, and making internal rather than external attributions for achievements. It is especially useful in situations in which the selfenhancer is not well-known or is competing against others for scarce resources (e.g., during a job interview). Not surprisingly, self-promotional skills are positively related to hiring and promotion decisions, perhaps because they are associated with qualities considered prerequisites for many occupations (e.g.

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“…As such, then, they are likely to attempt to select stereotype consistent information, despite stereotype-disconfirming information being, at least under certain conditions, more informative than confirming behaviour (e.g. Darley, Fleming, Hilton & Swann, 1988). Higgins and Bargh (1987) argued that information seekers would normally select diagnostic over non-diagnostic information but would show a preference for hypothesis-matching information when the hypothesis under consideration was the only available alternative and was believed to be true.…”

Section: Process Underlying the Information-seeking Biasmentioning

confidence: 96%

“…Unfortunately, these information-seeking studies did not assess the impact of such strategies on judgments of the target. Outcome dependence increased the number of expectancy-relevant questions perceivers asked about a target (Darley et al, 1988) but questions were only categorized as expectancy relevant or irrelevant and so it is unclear whether the perceived dependence resulted in an increase in the number of expectancy-mismatching questions asked. Anticipated future interaction resulted in balanced information-seeking .…”

Section: Factors Influencing Information-seekingmentioning

confidence: 98%