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

Abstract: 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

Object Details

• Location: Deutsche Nationalbibliothek Frankfurt am Main
• Extent: Online-Ressource
• Language: Englisch
• Notes: Postprint ; begutachtet (peer reviewed) ; In: Group Processes & Intergroup Relations ; 8 (2005) 4 ; 391-410

Contributors, Places and Time

• Event: Veröffentlichung
• (where): Mannheim
• (when): 2005
• Creator: Ensari, Nurcan ; Miller, Norman

Further information

• DOI: 10.1177/1368430205056467
• URN: urn:nbn:de:0168-ssoar-227894
• Rights: Open Access unbekannt; Open Access; Der Zugriff auf das Objekt ist unbeschränkt möglich.
• Last update: 25.03.2025, 1:48 PM CET