When unexpected behavior is attributed to the environment

Bell, Linda; Wicklund, Robert A.; Manko, Gary; Larkin, Chris

doi:10.1016/0092-6566(76)90021-0

Cited by 42 publications

(23 citation statements)

References 7 publications

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“…In a second experiment, Ybarra et al (1998) showed that the misanthropy effect was preserved when people learned about the out-group but that it was eliminated when people learned about the in-group. These findings are consistent with research showing the ultimate attribution error (Pettigrew, 1979), in which people attribute negative out-group and positive in-group behaviors to internal factors (i.e., the person) but positive out-group and negative in-group behaviors to external factors (i.e., the situation) (e.g., Bell, Wicklund, Manko, & Larkin, 1976;Hewstone, 1990;Stephan, 1977). The Ybarra et al…”

supporting

confidence: 88%

“…This pattern of reduced misanthropy and not its reversal was also obtained for the in-group in the experiment by Ybarra, Stephan, and Schaberg (1998). When people explain their own behaviors or the behaviors of in-group members, they tend to explain positive acts as arising from internal factors but negative acts as the result of situational factors (Bell et al, 1976;Hewstone, 1990;Pettigrew, 1979;Snyder, Stephan, & Rosenfield, 1978;Stephan, 1977). Given this attributional egotism and in-group favoritism, it might have been expected that in addition to a reduction in misanthropy for self and in-group, there might have been an amplification in the processing of nonmisanthropic behaviors.…”

Section: Discussionmentioning

confidence: 99%

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Misanthropic Person Memory when the Need to Self-Enhance is Absent

Ybarra

1999

Pers Soc Psychol Bull

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This research examined the role that the removal of the need or ability to self-enhance can play in the misanthropic processing of attributed behavioral information (i.e., remembering best negative, internally attributed behaviors and positive externally attributed behaviors). Experiment 1 demonstrated that removing a persons need to self-enhance by increasing his or her self-esteem eliminated misanthropic memor y, whereas misanthropy was preserved for control participants and perceivers who had experienced a decrease in self-esteem. Furthermore, controlling for participants self-evaluations eliminated the memor y pattern differences between the two experimental conditions. Experiment 2 demonstrated that canceling the ability to self-enhance by having perceivers form an impression of themselves eliminated the misanthropy effect. However, the misanthropy effect was replicated when perceivers learned about an unknown other. The results were discussed with regard to the situations and factors that can increase or reduce the need to self-enhance and their implications for social information processing. Memory for behavioral incidents accompanied by attributions can be characterized as misanthropic 128-164.

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confidence: 88%

Section: Discussionmentioning

confidence: 99%

Misanthropic Person Memory when the Need to Self-Enhance is Absent

Ybarra

1999

Pers Soc Psychol Bull

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“…There are a number of studies that show that behaviour congruent with expectations is attributed to stable and internal causes (abstract), whereas behaviours that are incongruent with expectations are attributed to situational or external factors (concrete) (e.g. Bell, Wicklund, Manko & Larkin, 1976;Hamilton, 1988;Hayden & Mischel, 1976;Regan, Straus & Fazio, 1974;inter alia). We therefore examined the linguistic intergroup bias in the context of congruent and incongruent behaviours manifested by in-group members.…”

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confidence: 99%

Language use in the context of congruent and incongruent in‐group behaviours

Rubini

Semin

1994

British J Social Psychol

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A study is reported that examined language use in the explanations group members give for behaviours that are congruent or incongruent with in-group membership. It is shown that when people explain 'congruent behaviours' they use abstract terms (adjectives) that allow generalization beyond the immediate behaviour in question. In contrast, when they explain 'incongruent behaviours' by in-group members they do not usc abstract terms, thus particularizing such behaviours. Additionally, it was shown that the choice of abstract positive tetms in the case of congruent behaviours is used to enhance in-group identity, rather than resorting to derogation of in-group incongruent behaviours. The implications of these findings in the mediation of in-group-serving biases are discussed.

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“…Attributions for failure may differ, depending on an observer's preconceptions. While miscalculations can be readily ascribed to chance for persons thought to be competent, they are more likely to be blamed on lack of ability for those believed to be less competent (Bell, Wicklund, Manko, and Larkin, 1976). Presumably, therefore, personnel who are thought to be highly capable are more likely to be retained in organizations despite their actual shortcomings.…”

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confidence: 99%

Sex Differences in Response to Simulated Employee Discipline Cases

Larwood

Rand

Hovanessian

1979

Personnel Psychology

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Personnel managers examined vignettes in which an employee had made a serious judgmental error. The employee was seen in a traditional male position (construction supervisor, production manager), or in a relatively more female-identified position (public relations officer, executive secretary), and was identified as male or female. Individuals employed in male-identified positions were viewed as more competent than those in traditional female positions. Overall, evaluations were correlated with recommended personnel actions. Punishing personnel action was least likely to be recommended, however, for males employed in traditional male positions. The results are interpreted as consistent with role theory and with certain attributional concepts. Implications are discussed for career strategy and for personnel policy.THE past two decades have seen the growth of an impressive body of literature concerning employment sex discrimination (Blaxall and Reagan, 1977;Larwood and Wood, 1977;Lloyd, 1975). Researchers and employers have become increasingly familiar both with discrimination in the recruitment and selection processes (cf. Cohen and Bunker, 1975;Dipboye, Fromkin, and Wiback, 1975;Rosen and Jerdee, 1974), and with discrimination in the salary levels accorded women who do find satisfactory employment (cf. Levitin, Quinn, and Staines, 1971;Sommers, 1974;Staines, Quinn, and Shepard, 1976;Terborg and Ilgen, 1975). So far, however, there seems to be little statistical change in women's position relative to that of men either as a result of our new awareness of discrimination or as a result of Reprints may be obtained from the first author at the Department of Psychology, Claremont Men's College (coeducational), Claremont, CA 917! 1. Copyright 0 1979 by PERSONNEL PSYCHOLOGY, INC. 539 4. Relative to men in traditional male positions, men and women in

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When unexpected behavior is attributed to the environment

Cited by 42 publications

References 7 publications

Misanthropic Person Memory when the Need to Self-Enhance is Absent

Misanthropic Person Memory when the Need to Self-Enhance is Absent

Language use in the context of congruent and incongruent in‐group behaviours

Sex Differences in Response to Simulated Employee Discipline Cases

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