Implicit and Explicit Prejudice Toward Overweight and Average-Weight Men and Women: Testing Their Correspondence and Relation to Behavioral Intentions

Brochu, Paula M.; Morrison, Todd G.

doi:10.3200/socp.147.6.681-706

Cited by 72 publications

(102 citation statements)

References 43 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…We found a correlation of r = 0.22. This is consistent with previous research (Brochu & Morrison, 2007).…”

Section: Discussionsupporting

confidence: 83%

“…Implicit measures are designed to tap into people's attitudes that are automatically activated by the attitudinal object and thus less subject to distortion (Teachman, Gapinski, Brownell, Rawlins, & Jeyaram, 2003). Previous research on the relationship between implicit and explicit attitudes measures has been equivocal (Brochu & Morrison, 2007). It is important to consider which measure is a better predictor of discriminatory behaviors.…”

Section: Weight Biasmentioning

confidence: 99%

See 1 more Smart Citation

Weight Discrimination Against Females of Different Races

Bartels¹,

Nordstrom²,

Pyatt³

2013

JPR

View full text Add to dashboard Cite

With increased obesity rates, more individuals are likely to experience weight-related employment discrimination.In this 2 (weight) by 3 (race) design, overweight female job applicants received lower hiring and salary recommendations than normal weight females. There were no significant race differences in hiring and salary recommendations across Black, Hispanic, and White female job applicants in hiring and salary recommendations.Explicit and implicit measures of weight bias were modestly correlated. Only explicit weight bias predicted hiring recommendations. Results showed that managers' explicit weight biases may impact their hiring recommendations and suggest that qualified, overweight individuals may be passed over in the hiring process.

show abstract

“…We found a correlation of r = 0.22. This is consistent with previous research (Brochu & Morrison, 2007).…”

Section: Discussionsupporting

confidence: 83%

Section: Weight Biasmentioning

confidence: 99%

Weight Discrimination Against Females of Different Races

Bartels¹,

Nordstrom²,

Pyatt³

2013

JPR

View full text Add to dashboard Cite

show abstract

“…Specifically, one study showed the health professionals have an implicit anti-fat bias, and they also endorse negative stereotypes about heavy individuals [37]. Others have shown that relatively few differences emerge between individuals implicit and explicit associations toward weight [38]. For many other stigmas such as race, implicit and explicit attitudes differ such that negative explicit attitudes are not expressed [e.g.…”

Section: Additional Approachesmentioning

confidence: 99%

Assessment of Weight Stigma

Ruggs

King²,

Hebl³

et al. 2010

Obes Facts

View full text Add to dashboard Cite

The purpose of this review article is to familiarize readers with the common methodologies used to assess weight stigma. This article explores the most frequent ways weight stigma is assessed, offers relevant empirical examples of each methodology, examines the strengths and weaknesses of each approach, and offers recommendations for strengthening research assessment of weight stigma for the future. Furthermore, this article highlights 4 dimensions that are important to consider when assessing weight stigma, regardless of the research methodology used.

show abstract

“…Hausmann & Ryan, 2004), and prejudice against the overweight and obese (e.g. Brochu & Morrison, 2007).…”

Section: Limitations To Rationalitymentioning

confidence: 99%

Individual, Organizational, and Institutional Predictors of the Granting of Employer-sponsored Disability Accommodations

Breward

2017

CJDS

View full text Add to dashboard Cite

This research examines the predictors of accommodation granting among adult workers with disabilities using data collected from 5,418 respondents to a Statistics Canada post 2006 census survey called the Participation and Activity Limitation Survey. Using a rational choice perspective that focuses on perceived utility (limited by social identity effects), I test a series of hypotheses about individual, organizational, and institutional variables that predict willingness to grant disability-related workplace accommodations. One key finding is that different predictors are significant for different types of accommodations, highlighting the need to avoid generalizing from one type of accommodation to another. Another important finding is that, as a category, individual variables directly related to disability explained a greater amount of variance in accommodation granting than other aspects of personal identity, organizational factors, or institutional variables. There was evidence that decision-making was influenced by stereotyping and the stigmatization of particular disability types. There was also evidence that occupational and industry-based logics of appropriateness are salient for the most commonly requested types of accommodations. Meanwhile institutional forces meant to act as behavioural controls, such as legislation and union protection, do not seem to be having the intended positive influence on accommodation provision in the workplace. The findings suggest that other forms of intervention, such as community education, may be required to encourage greater access to workplace accommodations.

show abstract

Implicit and Explicit Prejudice Toward Overweight and Average-Weight Men and Women: Testing Their Correspondence and Relation to Behavioral Intentions

Cited by 72 publications

References 43 publications

Weight Discrimination Against Females of Different Races

Weight Discrimination Against Females of Different Races

Assessment of Weight Stigma

Individual, Organizational, and Institutional Predictors of the Granting of Employer-sponsored Disability Accommodations

Contact Info

Product

Resources

About