Prejudice and Intergroup Attributions: The Role of Personalization and Performance Feedback

Journal article | Zeitschriftenartikel

We manipulated personalization and group performance feedback to examine their effects on intergroup attributions and prejudice. Following high or low levels of personalized contact with a typical out-group member, participants learned either that the out-group had generally succeeded or that the in-group had failed at the participant’s task. Under high personalization and out-group success, participants exhibited less attributional bias in explaining the success of new out-group job applicants and less prejudice toward them than those under low personalization. By contrast, when one’s in-group had failed, we found similar favorability toward in-group and out-group job applicants. Importantly, when ability attributions and friendliness were separately combined with subjective personalization, both combinations mediated the effects of manipulated personalization in reducing prejudice toward new out-group persons.

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• Extent: Seite(n): 391-410
• Language: Englisch
• Notes: Status: Postprint; begutachtet (peer reviewed)

References and Relationships

• Bibliographic citation: Group Processes & Intergroup Relations, 8(4)

Classification and Topics

• Subject: Attribution

Contributors, Places and Time

• Event: Geistige Schöpfung
• (who): Ensari, Nurcan ; Miller, Norman
• Event: Veröffentlichung
• (when): 2005

Further information

• DOI: https://doi.org/10.1177/1368430205056467
• URN: urn:nbn:de:0168-ssoar-227894
• Rights: GESIS - Leibniz-Institut für Sozialwissenschaften. Bibliothek Köln