Toward an understanding of trait competition, cooperation and explicit intergroup prejudice

Assessing Data Integrity and Trustworthiness from Amazon’s Mechanical Turk in 2023: Response Patterns Indicate Poor Screening Procedures and Low-Quality Data

“…It is important to note that we went into this data collection completely agnostic about any changes in data quality/integrity on M-Turk in 2023 because our lab has used M-Turk for the past 10 years without any obvious issues with data quality or data integrity. For instance, we found data patterns that were consistent with the rest of the literature (including hardcopy questionnaires) about several different kinds of prejudice, such as gender bias and racial prejudice toward multiple outgroups (e.g., Ghafur & Tate, 2021). Additionally, given that our Psychology Department participant pool is only 45% white (a notable difference from most institutions in California), we have consistency relied on M-Turk as our best option to recruit participants from across the USA, and majority white (in terms of race/ethnicity) to make our findings comparable to other researchers in the field.…”

“…Specific to our past lab procedures, to avoid the additional cost that M-Turk imposes on larger batches and to ensure that our study appeared at the top of the list for new users, we posted in batches of size n = 8, at different intervals during a single day and over multiple days. This procedure has provided fast and quality data collection in the past (e.g., Ghafur & Tate, 2021). However, for this data collection, we discovered that the same participants were taking the survey numerous times and expecting to receive payment for every attempt-and at a much higher rate than happened in 2016 or before.…”

“…Accordingly, it is these measures on which we noticed the anomalies. We had planned for the ATB scores to continuously model high to low prejudice (after reversing the scoring standard so that higher values indicated more prejudice; see, e.g., Ghafur & Tate, 2021) to be used together with the information collected in the posttest.…”

An interdisciplinary approach to examining prejudice at work: a levels of analysis perspective

“…Prejudice can influence intergroup dynamics in the workplace through bullying behaviors , conflict (Correll et al, 2008), harassment , workplace incivility (Di Marco et al, 2018) and intergroup conflict and competition (Ghafur and Tate, 2021).…”

“…, 2008), harassment (Berdahl and Moore, 2006), workplace incivility (Di Marco et al. , 2018) and intergroup conflict and competition (Ghafur and Tate, 2021).…”