Not all automatic associations are created equal: How implicit normative evaluations are distinct from implicit attitudes and uniquely predict meaningful behavior

Yoshida, Emiko; Peach, Jennifer M.; Zanna, Mark P.; Spencer, Steven J.

doi:10.1016/j.jesp.2011.09.013

Cited by 35 publications

(37 citation statements)

References 56 publications

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“…In recent work, Yoshida et al (2012) significantly expanded the implicit-explicit attitude distinction to address explicit and implicit normative evaluations (automatic associations about societal eval uations). Yoshida et al showed that explicit normative evaluations predicted actual behavior in Asian Canadians even under depleted conditions, which was not the case for European Canadians (Study 2).…”

Section: The Normative-contextual Model Compared To Other Attitude-rementioning

confidence: 99%

Preferences don’t have to be personal: Expanding attitude theorizing with a cross-cultural perspective.

Riemer¹,

Shavitt²,

Koo³

et al. 2014

Psychological Review

147

124

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Attitudes, theorized as behavioral guides, have long been a central focus of research in the social sciences. However, this theorizing reflects primarily Western philosophical views and empirical findings emphasizing the centrality of personal preferences. As a result, the prevalent psychological model of attitudes is a person-centric one. We suggest that incorporating research insights from non-Western sociocultural contexts can significantly enhance attitude theorizing. To this end, we propose an additional model-a normative-contextual model of attitudes. The currently dominant person-centric model emphasizes the centrality of personal preferences, their stability and internal consistency, and their possible interaction with externally imposed norms. In contrast, the normative-contextual model emphasizes that attitudes are always context-contingent and incorporate the views of others and the norms of the situation. In this model, adjustment to norms does not involve an effortful struggle between the authentic self and exogenous forces. Rather, it is the ongoing and reassuring integration of others' views into one's attitudes. According to the normative-contextual model, likely to be a good fit in contexts that foster interdependence and holistic thinking, attitudes need not be personal or necessarily stable and internally consistent and are only functional to the extent that they help one to adjust automatically to different contexts. The fundamental shift in focus offered by the normative-contextual model generates novel hypotheses and highlights new measurement criteria for studying attitudes in non-Western sociocultural contexts. We discuss these theoretical and measurement implications as well as practical implications for health and well-being, habits and behavior change, and global marketing. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

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Section: The Normative-contextual Model Compared To Other Attitude-rementioning

confidence: 99%

Preferences don’t have to be personal: Expanding attitude theorizing with a cross-cultural perspective.

Riemer¹,

Shavitt²,

Koo³

et al. 2014

Psychological Review

147

124

View full text Add to dashboard Cite

show abstract

“…For minority groups, these messages can instill greater trust and acceptance even without a critical mass (Purdie-Vaughns, Steele, Davies, Diltmann, & Crosby, 2008). Second, diversity training programs help establish positive norms in the organization (Yoshida, Peach, Zanna, & Spencer, 2012). Such norms reduce behavior that can trigger stereotype threat during interpersonal interactions (Richeson & Shelton, 2012).…”

Section: Diversity Training Designed To Promote Inclusive Values Andmentioning

confidence: 99%

Stereotype Threat in School and at Work

Schmader

Hall

2014

Policy Insights from the Behavioral and Brain Sciences

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In any diverse society, public policy can help to provide equal access to opportunities for achieving one’s potential in school and work. However, even as policies in the United States have sought to eradicate institutionalized discrimination on the basis of race or sex, women and minorities continue to underperform academically and are systematically underrepresented in the highest earning occupations. Social psychological research suggests that negative stereotypes about women and minorities can create subtle barriers to success through stereotype threat. This occurs when individuals become concerned that they might confirm a negative stereotype about their group. This article outlines current research on the processes that underlie stereotype threat and how this work informs effective policies to reduce its effects. Using an evidence-based analysis, we review the risks and the benefits of four policies to narrow gender and racial gaps in academic and workplace performance: affirmative action, diversity training, creating identity-safe environments, and teaching coping strategies. Policies informed by social psychological theory and research can help recover the lost human potential due to stereotype threat without disadvantaging or cuing backlash among the majority.

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“…We devised a novel method to prime race categories and examined its effect on spontaneous, quick reactions in a computer‐based police simulation (Correll, Park, Judd & Wittenbrink, ). Thus, this study extends research on extrapersonal associations (Olson & Fazio, ; Yoshida, Peach, Zanna & Spencer, ) by directly manipulating specific racial groups that are assumed to have different race‐related attitudes.…”

mentioning

confidence: 63%

“…More recently, Yoshida et al . () examined the nature of extrapersonal associations more directly and explored the impact of such associations on behavioral outcomes. They proposed a new category of implicit association called implicit normative evaluation .…”

Section: Activation Of Extrapersonal Mental Representationsmentioning

confidence: 99%

Assumed race moderates spontaneous racial bias in a computer‐based police simulation

Park

Kim

2015

Asian J of Social Psycho

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We demonstrated that playing the roles of different outgroup races can elicit extrapersonal racial bias associated with respective racial groups. In a modified version of a computer-based police simulation, the police officer's race was visually manipulated to be either Black or White. Korean participants made quick decisions whether to shoot targets (Black or White, armed or unarmed) on screen. Comparison of behavioral bias in the task revealed that, as expected, playing the role of a White police officer was associated with a stronger bias against Black targets compared to playing a Black police officer's role. The result suggests that when a social category is activated, one's race-related behavior can reflect one's beliefs about the biases that members of that category hold.

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Not all automatic associations are created equal: How implicit normative evaluations are distinct from implicit attitudes and uniquely predict meaningful behavior

Cited by 35 publications

References 56 publications

Preferences don’t have to be personal: Expanding attitude theorizing with a cross-cultural perspective.

Preferences don’t have to be personal: Expanding attitude theorizing with a cross-cultural perspective.

Stereotype Threat in School and at Work

Assumed race moderates spontaneous racial bias in a computer‐based police simulation

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