The nonverbal mediation of self-fulfilling prophecies in interracial interaction

Word, Carl O.; Zanna, Mark P.; Cooper, Joel

doi:10.1016/0022-1031(74)90059-6

Cited by 790 publications

(508 citation statements)

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“…Those calls have not gone unheeded, and there is consequently a substantial history of social psychological uses of indirect measures, especially in the domain of prejudice research. For example, indirect measures used by Word, Zanna, and Cooper (1974) showed that White interviewers maintained greater physical distance, demonstrated less eye contact, and administered shorter interviews when interacting with Black (as opposed to White) interviewees. Milgram, Mann, and Harter (1965) showed that stamped envelopes left in various public places ("lost letters") were more likely to be mailed (by the passersby who found them) the more favorable were public attitudes toward the addressee organizations.…”

Section: Other Indirect Measuresmentioning

confidence: 99%

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Greenwald

Banaji

1995

Psychological Review

5,158

112

3,659

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Social behavior is ordinarily treated as being under conscious (if not always thoughtful) control. However, considerable evidence now supports the view that social behavior often operates in an implicit or unconscious fashion. The identifying feature of implicit cognition is that past experience influences judgment in a fashion not introspectively known by the actor. The present conclusionthat attitudes, self-esteem, and stereotypes have important implicit modes of operation-extends both the construct validity and predictive usefulness of these major theoretical constructs of social psychology. Methodologically, this review calls for increased use of indirect measures-which are imperative in studies of implicit cognition. The theorized ordinariness of implicit stereotyping is consistent with recent findings of discrimination by people who explicitly disavow prejudice. The finding that implicit cognitive effects are often reduced by focusing judges' attention on their judgment task provides a basis for evaluating applications (such as affirmative action) aimed at reducing such unintended discrimination.Long before they became central to other areas of psychological theory, concepts of cognitive mediation dominated the analysis of social behavior. The constructs on which this article focuses achieved early prominence in social psychological theory with formulations that were partly (attitude) or entirely (stereotype) cognitive. By the 1930s, Allport (1935) had declared attitude to be social psychology's "most distinctive and indispensable concept" (p. 798), Thurstone (1931;Thurstone & Chave, 1929) had developed quantitatively sophisticated methods for attitude measurement, and Braly (1933, 1935) had introduced a method that is still in use to investigate stereotypes. Self-esteem, an attitudinal construct to which this article gives separate treatment because of its prominence in recent research, also has a long-established history (e.g., James, 1890; see overview in Wylie, 1974Wylie, , 1979.Through much of the period since the 1930s, most social psychologists have assumed that attitudes, and to a lesser extent stereotypes, operate in a conscious mode. This widespread assumption of conscious operation is most evident in the nearuniversal practice of operationalizing attitudes (including selfesteem) and stereotypes with direct (instructed self-report) measures. The pervasiveness of direct measurement for attitudes and stereotypes was documented by Greenwald (1990) and by Banaji and Greenwald (1994) and is further reviewed below. In contrast, this article describes an indirect, unconscious, or implicit mode of operation for attitudes and stereotypes. 1 Anthony G. Greenwald, Department of Psychology, University of Washington; Mahzarin R. Banaji, Department of Psychology, Yale University.Preparation of this report as well as conduct of some of the research reported in it were supported by National Science Foundation Grants DBC-9205890 and DBC-9120987 and by National Institute of Mental Health Grant MH-41328. We thank...

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Section: Other Indirect Measuresmentioning

confidence: 99%

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Greenwald

Banaji

1995

Psychological Review

5,158

112

3,659

View full text Add to dashboard Cite

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“…This negative impression would then be communicated to hiring personnel, who would determine that they are either not interested in the job or would not be a good fit for the organization. It has been shown that these negative interpersonal interactions can indeed affect interview performance, giving hiring personnel justified reasons to not hire the applicant (Word, Zanna, & Cooper, 1974).…”

Section: Theoretical and Practical Implicationsmentioning

confidence: 99%

Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

Martinez¹,

White²,

Shapiro³

et al. 2016

Journal of Applied Psychology

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Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilot study, we surveyed 196 individuals with a history of cancer (across 2 samples) about their workplace disclosure habits. In Study 1, we explored stereotypes related to employees with a history of cancer using the framework outlined by the stereotype content model. In Study 2, we used a field study to assess the experiences of job applicants who indicated they were "cancer survivors" (vs. not) with both formal and interpersonal forms of discrimination. This research shows that cancer is disclosed at relatively high rates (pilot study), those with a history of cancer are stereotyped as being higher in warmth than competence (Study 1), and the stereotypes associated with those who have had cancer result in actual discrimination toward them (Study 2). We discuss the theory behind these findings and aim to inform both science and practice with respect to this growing workplace population.

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“…However, such nonverbal dependent variables may be subtle, but powerful (Dutch et al, 2003). A black job applicant can decode subtly negative nonverbal cues from a white interviewer, and subsequently, the applicant's behavior can be suboptimal, triggering a self-fulfilling prophecy (Word et al, 1974). Both intuitively and empirically, then, nonverbal behavior is influential and interpretable, even when subtle.…”

Section: Implications Of This Evidencementioning

confidence: 99%

Societal and Managerial Implications of Implicit Social Cognition: Why Milliseconds Matter

Chugh¹

2004

Social Justice Research

105

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This article argues for the vulnerability of managerial work to unintended forms of racial and other bias. Recent insights into "implicit social cognition" are summarized, highlighting the prevalence of those mental processes that are relatively unconscious and automatic, and employed in understanding the self and others. Evidence from a response-time measure of implicit bias, the Implicit Association Test, ("IAT";Greenwald, McGhee, and Schwartz, 1998) (Mintzberg, 1973). Implicit bias influences managerial behavior in unexpected ways, and this influence is heightened in the messy, pressured, and distracting environments in which managers operate. illustrates this phenomenon. Recent work on the predictive validity of the IAT demonstrates that social cognitive pitfalls threaten a) managers' explicit commitments to egalitarianism and meritocracy and b) managers' performance in their three primary roles of processing information, interacting with others, and making decisions

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The nonverbal mediation of self-fulfilling prophecies in interracial interaction

Cited by 790 publications

References 10 publications

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Implicit social cognition: Attitudes, self-esteem, and stereotypes.

Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

Societal and Managerial Implications of Implicit Social Cognition: Why Milliseconds Matter

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