Why can't we just get along? Interpersonal biases and interracial distrust.

Dovidio, John F.; Gaertner, Samuel L.; Kawakami, Kerry; Hodson, Gordon

doi:10.1037/1099-9809.8.2.88

Cited by 481 publications

(436 citation statements)

References 37 publications

(56 reference statements)

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“…Some research suggests that dissimilarity leads to a number of negative job outcomes, including interpersonal tension and conflict (Dovidio, Gaertner, Kawakami, & Hodson, 2002) and reduced cognitive resources (Richeson, Trawalter, & Shelton, 2005). Moreover, racial dissimilarity has also been linked with increased perceptions of ethnic discrimination (Avery, McKay, & Wilson, 2008) and ultimately, reduced commitment to the A Socioecological Approach 8 organization (Tsui, Egan, & OÕReilly, 1992).…”

Section: Ethnic Dissimilarity and Job Attitudesmentioning

confidence: 99%

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

et al. 2016

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A Socioecological Approach 2 AbstractPurpose: This paper advances a socioecological perspective toward understanding the relationship between demography and job attitudes by considering the joint effects of individual ethnicity and ethnic group relative representation--the degree to which an individualÕs own demographic group is represented similarly in his or her organization and the community in which the organization is located.Design/methodology/approach: Hierarchical polynomial regression analyses of census and survey data from 57,000 employees of 142 hospitals in the United Kingdom suggest that ethnic group relative representation is related to ethnic minority employeesÕ job satisfaction and turnover intentions.Findings: An asymmetric pattern emerged wherein the effect of underrepresentation on turnover intentions was stronger than the effect of overrepresentation. Moreover, the effects of relative representation varied with respectful treatment by coworkers; relative representation had little effect on attitudes of employees who reported low levels of coworker respect but generally enhanced attitudes when respect was high. Evidence regarding the implications of ethnicity and diversity on employee attitudes is severely limited by its exclusive focus on dynamics within organizations. In this paper, we argue that efforts to understand diversity must consider not only the demography of organizations but also its alignment with the demography of the communities in which organizations operate. that employee attitudes are a function of the demographic characteristics of not only those in their immediate work environment, but also the degree to which these characteristics align with the demography of the community in which their organization is embedded, termed relative representation. More specifically, we anticipate that different evaluative judgments will emerge when an individual is an ethnic minority in their organization but not a minority in the community surrounding their organization as compared to a situation where the individualÕs ethnic group is similarly underrepresented in both contexts. We argue that ethnic group relative underrepresentation can reduce employeesÕ attitudes, particularly when people feel their coworkers treat them disrespectfully.Thus, this paper makes three primary contributions to extant scholarship. First, by pushing the boundaries of relational demography theory through the lens of socioecological psychology, we provide new ideas about the complex interplay between individual, organizational, and community demography. We provide the first evidence that ethnic minority employeesÕ attitudes are affected by the representation of their group inside the organization relative to their representation in the community in which the organization is embedded. The relative representation of oneÕs ethnic group offers an unexplored explanation for the equivocal findings of previous research that has not incorporated community demography. Second, in considering respectful interpersonal experie...

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Section: Ethnic Dissimilarity and Job Attitudesmentioning

confidence: 99%

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

et al. 2016

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“…As a case in point, in the American Army Dovidio, Gaertner, Kawakami and Hodson (2002) reported the opposite. In that study it was reported that white-black power struggles are rife and that only thirty nine percent of blacks (compared with sixty eight percent of whites) reported their race relations and circumstances as a good experience.…”

Section: Discussionmentioning

confidence: 99%

The relevance of the individualism – collectivism (IC) factor for the management of diversity in the South African national defence force

Dyk

Köck

2004

SA j ind psychol

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The aim of this study was to determine the level of adherence of cultural groups to their stereotypical group orientations, i.e. White and Coloured officers tend to be more individualistic, whereas Black officers portray more collectivistic characteristics. Secondly, to determine if their cultural behavior and practices relate to their level of individual or collectivistic orientation. The Individualism- Collectivism Interpersonal Assessment Inventory (ICIAI) of Matsumoto (1992) and a self-constructed questionnaire to measure cultural practices, were administered to 88 undergraduate officer students of the South African Military Academy. The results indicated that no significant differences existed in the Individualism-Collectivism factor between the three groups studied. Only five of the twenty cultural activities (stereotypically associated with Individualism and Collectivism) correlated significantly with the Individualism- Collectivism factor. These findings, the implications thereof and suggestions for possible further research are discussed. Opsomming Die doel van hierdie studie was om die vlak van betrokkenheid van kultuurgroepe tov hul stereotipiese groepsorientasies te bepaal, met ander woorde Blanke en Kleurling offisiere is meer individualisties, waar Swart offisiere meer kollektiwisties in hul kulturele aktiwiteite is. Tweedens, om te bepaal of hulle kulturele gedrag in verband staan met hul individualistiese of kollektiwistiese oriëntasie. Die "Individualism-Collectivism Interpersonal Assessment Inventory" (ICIAI) van Matsomoto (1992) en ’n tweede vraelys, opgestel deur die skrywers om kulturele aktiwiteite te meet, is afgeneem tov 88 voorgraadse offissierstudente van die Suid Afrikaanse Militêre Akademie. Die resultate het aangedui dat daar geen statisties beduidende verskille bestaan tov die individualistiese en kollektiwistiese faktor van die drie kultuurgroepe nie. Net vyf van die twintig kulturele aktiwiteite, getoets deur die tweede vraelys, het ’n beduidende korrelasie met die individualistiese en kollektiwistiese telling getoon. Die resultate, die implikasies daarvan, asook voorstelle vir moontlike verdere navorsing word bespreek.

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“…Indeed, trust allows the individuals to take the risk of being vulnerable and to make conciliatory initiatives to the other side, with some degree of assurance that they will not be exploited (Dovidio, Gaertner, Kawakami, & Hodson, 2002). A number of studies found that increased trust toward outgroup members or their leaders is a necessary precursor of forgiveness (see Hewstone et al, 2008).…”

Section: Intergroup Trust In Conflictual Settingsmentioning

confidence: 99%

Fostering trust and forgiveness through the acknowledgment of others’ past victimization

Andrighetto

Halabi

Nadler

2018

J. Soc. Polit. Psych.

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The present work examines the acknowledgment of past ingroup victimization by adversary outgroup leaders as an effective means to promote intergroup trust. More specifically, through an experimental study we demonstrated that Israeli-Jewish participants who were exposed to Palestinian leaders' messages acknowledging the Jews' suffering from anti-Semitic persecutions (past victimization condition) displayed more trust toward outgroup leaders than participants who were exposed to messages acknowledging the Jews' sufferings from the ongoing conflict (present victimization condition) and participants who were exposed to a control message condition. Further, trust mediated the relationship between acknowledgment of past victimization by rivals and forgiveness toward the outgroup as a whole. The implications of these results for restoring fractured intergroup relations are discussed. Keywords: collective memories, acknowledgment of past victimization, anti-Semitic persecutions, trust, forgiveness Non-Technical SummaryBackground Intractable conflicts are conceived as protracted conflicts that are perceived by both parts as unsolvable and of zero-sum nature. Our work proposes a possible avenue for improving relations between groups entrapped in intractable conflicts by considering the Israeli-Palestinian case, the most representative example of these conflicts.

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Why can't we just get along? Interpersonal biases and interracial distrust.

Cited by 481 publications

References 37 publications

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

A Socioecological Approach to Relational Demography: How Relative Representation and Respectful Coworkers Affect Job Attitudes

The relevance of the individualism – collectivism (IC) factor for the management of diversity in the South African national defence force

Fostering trust and forgiveness through the acknowledgment of others’ past victimization

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