Keeping Apart on the Playground: Construction of Informal Segregation on Public Playgrounds in Multiethnic Neighborhoods

Informal segregation has been widely studied in various public settings but not on public playgrounds. Drawing on an 11-month ethnography among mothers of young children, we examine how informal segregation is (re)produced on public playgrounds in two ethnically diverse neighborhoods in Finland. Our findings reveal different normative practices. First, normative rhythms and parenting practices structure playground activities by limiting opportunities for contact between ethnic minority and majority groups and producing exclusive spaces. Second, group norms and the seeking of ethnic/racial ingroup members together regulate mothers’ interaction with outgroup mothers on playgrounds; mothers are inclined toward their ingroup while outgroup mothers are often ignored, resulting in only illusory contact. Based on our analysis, we argue that by better understanding the normative roots of segregation, more comprehensive and effective interventions can be designed to facilitate positive contact in this population.

Culture and group-functional punishment behaviour

Humans often 'altruistically' punish non-cooperators in one-shot interactions among genetically unrelated individuals. This poses an evolutionary puzzle because altruistic punishment enforces cooperation norms that benefit the whole group but is costly for the punisher. One key explanation is that punishment follows a social-benefits logic: it is eminently normative and group-functional (drawing on cultural group selection theories). In contrast, mismatch-based deterrence theory argues that punishment serves the individual-level function of deterring mistreatment of oneself and one's allies, hinging upon the evolved human coalitional psychology. We conducted multilateral-cooperation experiments with a sample of Spanish Romani people (Gitanos or Calé) and the non-Gitano majority. The Gitanos represent a unique case study because they rely heavily on close kin-based networks and display a strong ethnic identity. We find that Gitano non-cooperators were not punished by co-ethnics in only-Gitano (ethnically) homogeneous groups but were harshly punished by other Gitanos and by non-Gitanos in ethnically mixed groups. Our findings suggest the existence of culture-specific motives for punishment: Gitanos, especially males, appear to use punishment to protect their ethnic identity, whereas non-Gitanos use punishment to protect a norm of universal cooperation. Only theories that consider normative, group-functional forces underlying punishment behaviour can explain our data.

Interethnic workplace conflict: Reciprocal perception of Italian and immigrant blue-collar coworkers

Past research has examined the beneficial effects of contact focusing mainly on the affective dimension of intergroup relationships. Limited research has examined cognitive dimensions, in particular considering at the same time minority and majority group perspectives. This study tested whether contact in a work context relates differentially to the perception of interethnic conflict in Italian (n = 67) and immigrant (n = 40, all male) blue-collar coworkers with the potential mediation of reciprocal stereotypical content (competence and warmth dimensions), interethnic attitudes, perceived discrimination, and whether organizational identification amplifies the effect of contact. Multigroup path analysis revealed that the two stereotype dimensions, warmth and competence, mediate the relationship between interethnic contact and perceived discrimination for Italians, and between organizational identification and perceived conflict for immigrants. Results highlighted an asymmetrical effect of contact on perceived conflict, detrimental and direct for immigrant workers, beneficial and mediate via the outgroup cognitive image for the Italian workers. Findings suggest that a superordinate identity, in terms of organizational identification, may be effective in reducing conflict at the workplace for majority members, whilst a personalized strategy seems to be more suitable for minority members. The theoretical and practical implications of these findings are discussed along with the acculturation perspective.

Missing perspective: Marginalized groups in the social psychological study of social disparities

Drawing on interdisciplinary, feminist insights, we encourage social psychologists to embrace the active participation of marginalized groups in social disparities research. We explain (1) how the absence of marginalized groups' perspectives in research presents a serious challenge to understanding intergroup dynamics and concomitant disparities, and (2) how their inclusion could assuage some of social psychology's "fatal flaws."

The intergroup sensitivity effect among racial groups in the United States

The intergroup sensitivity effect (ISE) refers to individuals responding more negatively to criticism directed toward their ingroup if the criticism is delivered by someone outside the group. The ISE has never been examined for groups defined by race. In light of ongoing racial tensions in America, the purpose of the current research was to examine whether the ISE replicates among racial groups. Study 1 replicated the ISE among African American, European American, and Latinx American university students and, unexpectedly, found that European American participants responded more positively to praise delivered by a racial outgroup member. Study 2 replicated these results in a nonstudent sample and identified motivation to respond without prejudice as a moderator of the praise effect. In both studies, the ISE was mediated by perceptions of comment legitimacy/constructiveness but was not moderated by feelings toward the outgroup. Future directions and explanations for the praise effect are discussed.

Just and Inclusive Team Climates Affect Mentoring Satisfaction: The Roles of Negative Mentoring and Race

As more work is being conducted in teams, mentees have increased opportunities to develop non-traditional mentoring relationships. We investigate how and when three aspects of team climate (procedural justice, interpersonal justice, and inclusion) influence mentoring satisfaction among mentees with an informal secondary mentor. Using survey data from 116 researchers on environmental science teams, we test whether (a) just and inclusive team climates are related to mentoring satisfaction through positive and negative mentoring experiences and (b) race moderates the relationships between just and inclusive team climates and mentoring satisfaction. We found that negative mentoring experiences mediated the relationships between just and inclusive team climates and mentoring satisfaction. Further, just and inclusive team climates were positively related to mentoring satisfaction, especially for people of color. These results suggest that positive team climates support informal mentoring in teams by reducing negative mentoring experiences and creating a welcoming environment for individuals from marginalized groups.

Social-Cognitive and Affective Antecedents of Code Switching and the Consequences of Linguistic Racism for Black People and People of Color

Linguistic racism shapes the psychological antecedents of code switching and its consequences for Black people and other people of color. We highlight mentalizing as an antecedent of code switching. We posit that stereotype threat arises in contexts where racism is salient, prompting scrutiny of others' mental states (i.e., mentalizing) when making choices about linguistic self-presentation. Additionally, we posit that sustained appraisals of stereotype threat add cognitive load and reinforce self-protective code switching. We highlight potential consequences of linguistic racism for Black people and other people of color, including reduced opportunities for authentic self-presentation, increased emotional effort, and stress. Finally, we outline paths forward for research and practice: (1) recognizing the heterogeneity of language and thereby reducing linguistic racism, (2) implementing changes that promote racially affirming environments that reduce demands for self-protective code switching, and (3) adapting and creating scalable psychometric tools to measure linguistic choices and linguistic racism.

From Diversity Ideologies to the Expression of Stereotypes: Insights Into the Cognitive Regulation of Prejudice Within the Cultural-Ecological Context of French Laïcité

This theoretical paper examines the context-sensitivity of the impact of cultural norms on prejudice regulation. Granting the importance of understanding intergroup dynamics in cultural-ecological contexts, we focus on the peculiarities of the French diversity approach. Indeed, the major cultural norm, the Laïcité (i.e., French secularism) is declined today in two main variants: The Historic Laïcité, a longstanding egalitarian norm coexisting with its amended form: The New Laïcité, an assimilationist norm. In fact, these co-encapsulated Laïcité variants constitute a fruitful ground to cast light on the processes underlying prejudice regulation. Indeed, it is documented that the assimilationist New Laïcité is linked to higher levels of prejudice as compared to the egalitarian Historic Laïcité. To this day, research mainly explored interindividual determinants of Laïcité endorsements and specified how these endorsements shape prejudice. Crucially, this "indirect-endorsement path" does not account for the more straightforward causal relationship between Laïcité and prejudice. Moreover, recent experimental evidence suggests that the normative salience of both Laïcité norms shape intergroup attitudes beyond personal endorsement. Therefore, in this contribution, we complement previous work by investigating the possible socio-cognitive processes driving this "direct-contextual path." In doing so, we seek to bridge the gap of causality by investigating how the Laïcité norms can set the stage for specific regulatory strategies. Our reasoning derives from an application of the Justification-Suppression Model bolstered by classical work on mental control, modern racism and diversity ideology. From this, we sketch out the operative functioning of two distinct regulation processes: (a) one that prevents prejudicial attitudes but which can have unexpected consequences on stereotyping within the Historic Laïcité context (i.e., suppression) and (b) one that helps realize prejudice within the New Laïcité context (i.e., justification). From this analysis, we discuss the consequences for intergroup relations within and beyond the French context. In particular, we outline the importance of an adequate framing of egalitarian ideologies so that they achieve their goal to foster harmonious intergroup relations.

Racial/ethnic concordance between patients and researchers as a predictor of study attrition

RATIONALE

The differential attrition of racial/ethnic minority participants in clinical research is a major threat to advancing medical and behavioral science.

OBJECTIVE

Our aim was to examine the influence of racial/ethnic concordance between participants and research staff on study attrition.

METHOD

Data were pooled from participants and clinical research coordinators (CRCs) in six longitudinal studies of respiratory illness. Dyads were classified as concordant if the patient and CRC were of the same racial/ethnic group. Multilevel modeling examined the effect of racial/ethnic concordance on attrition at the first and one-year follow-ups.

RESULTS

Spanish language, lower education, and greater depressive symptoms predicted greater attrition, but these effects disappeared in adjusted models. Race/ethnicity, age, gender and health literacy did not predict attrition. Contrary to hypotheses, attrition was greater among concordant than discordant dyads: Attrition was almost five times greater at first follow-up for Black and Hispanic participants in concordant dyads, and almost four times greater at one year.

CONCLUSIONS

Racial/ethnic concordance between participant and CRCs was related to greater attrition in a highly diverse sample of adults with respiratory illness. Differential attrition of racial/ethnic minorities is a major threat to advancing public health. Interactions with research staff may be critical to bridging the disparities gap.

Culture Impacts the Neural Response to Perceiving Outgroups Among Black and White Faces

Outgroup members (e.g., individuals whose racial identity differs from perceivers') are stigmatized in Eastern and Western cultures. However, it remains an open question how specific cultural influences affect stigmatization. In this study, we assessed whether cultural learning (i.e., social information acquired from the people in one's environment) associated with Chinese individuals' relocation to the United States differentiated the response to multiple outgroups. Two types of cultural learning predict diverging responses to outgroups - awareness of stereotypes about different racial outgroups is associated with increased negative affect and cognitive control toward the stereotyped outgroup. Conversely, intergroup contact attenuates those responses, and does so to a greater extent for individuals from Western cultures. As Chinese-Americans would have had more opportunities to have contact with both White and Black individuals (relative to the Chinese participants), we explored their responses to outgroups as well. Because the neural regions associated with stereotyping and intergroup contact have been well-characterized, we used neuroimaging to disentangle these possibilities. Eighteen White American, 18 Chinese-American, and 17 Chinese participants - who had relocated to the United States less than 1 year prior - viewed images of Black and White individuals while undergoing functional magnetic resonance imaging (fMRI). Participants also completed measures of awareness of cultural stereotypes in the United States about Black and White individuals, implicit bias, and experiences with White and Black individuals. Behaviorally, White American and Chinese-American participants had more intergroup contact with either race than did Chinese participants, but there was no effect of participant group on stereotype knowledge or implicit bias. When viewing faces of White (as compared to Black) individuals while undergoing fMRI, White American (relative to Chinese) participants had attenuated activation in regions of the brain associated with cognitive control, including the right dorsolateral prefrontal cortex, dorsal striatum, and ventrolateral prefrontal cortex. Chinese-Americans' neural response to either race did not differ from White American or Chinese participants. Taken together, outgroup biases seemed to emerge in a culturally-dependent way based on variability in intergroup contact, but not necessarily awareness of stereotypes.

Assessing Social Affiliative Behavior: A Comparison of in Vivo and Video Tasks

Social affiliation, or engagement in positive social interactions, is often profoundly impaired in individuals with schizophrenia. Valid measures of social affiliation are needed to understand these impairments and their symptom and functional correlates; however, such measures are limited and have not been validated. This pilot study evaluated one such measure-the video-based Social Affiliation Interaction Task (SAIT)-and a novel in vivo behavioral measure, the Affiliative Conversation Task (ACT). Twenty participants with schizophrenia or schizoaffective disorder (SZ) and 35 nonpsychiatric controls (CT) completed both tasks and measures of negative symptoms and functioning. We explored group differences in social affiliation skills; convergent validity between social affiliation skill ratings from the two tasks; and concurrent validity with social affiliation skill ratings, negative symptoms, and functioning. SZ evidenced lower affiliation skill ratings than CT on the video SAIT, but not on the ACT, and the tasks displayed moderate convergent validity for affiliation skill ratings. Less affiliation skill in the SAIT was correlated with more negative symptoms and less functioning in the SZ group with medium effects, though the results were not significant. Findings suggest that the SAIT may be more sensitive to individual differences in skill level. Future research should continue to examine the SAIT for use in measuring affiliation skills.

Psychological, Relational, and Emotional Effects of Self-Disclosure After Conversations With a Chatbot

Disclosing personal information to another person has beneficial emotional, relational, and psychological outcomes. When disclosers believe they are interacting with a computer instead of another person, such as a chatbot that can simulate human-to-human conversation, outcomes may be undermined, enhanced, or equivalent. Our experiment examined downstream effects after emotional versus factual disclosures in conversations with a supposed chatbot or person. The effects of emotional disclosure were equivalent whether participants thought they were disclosing to a chatbot or to a person. This study advances current understanding of disclosure and whether its impact is altered by technology, providing support for media equivalency as a primary mechanism for the consequences of disclosing to a chatbot.

A Framework for Integrating Implicit Bias Recognition Into Health Professions Education

Existing literature on implicit bias is fragmented and comes from a variety of fields like cognitive psychology, business ethics, and higher education, but implicit-bias-informed educational approaches have been underexplored in health professions education and are difficult to evaluate using existing tools. Despite increasing attention to implicit bias recognition and management in health professions education, many programs struggle to meaningfully integrate these topics into curricula. The authors propose a six-point actionable framework for integrating implicit bias recognition and management into health professions education that draws on the work of previous researchers and includes practical tools to guide curriculum developers. The six key features of this framework are creating a safe and nonthreatening learning context, increasing knowledge about the science of implicit bias, emphasizing how implicit bias influences behaviors and patient outcomes, increasing self-awareness of existing implicit biases, improving conscious efforts to overcome implicit bias, and enhancing awareness of how implicit bias influences others. Important considerations for designing implicit-bias-informed curricula-such as individual and contextual variables, as well as formal and informal cultural influences-are discussed. The authors also outline assessment and evaluation approaches that consider outcomes at individual, organizational, community, and societal levels. The proposed framework may facilitate future research and exploration regarding the use of implicit bias in health professions education.

Understanding semantic differential measures in modern South Africa: attitudes of Black Africans towards White South Africans

The future success of South Africa’s unique democracy depends on the development of harmonious race relations. Understanding the factors underlying the country’s interracial attitudes is, consequently, important. Social identity theory suggests that Black African attitudes towards White people are connected to their evaluations of South Africa’s other racial minorities. This thesis seems counterintuitive given that White people are associated with a long history of political, economic, and social oppression in the collective memory of many Black African communities. Nationally representative data from the South African Social Attitudes Survey were used to validate the thesis that Black Africans’ evaluations of White people correlated with their assessments of other racial groups. Pairwise correlation analysis was employed to test the article’s hypothesis. The results presented in this article showed that Black Africans’ evaluations towards the White minority correlated with their evaluations of other racial minorities in South Africa. Multivariate analysis, specifically a standard (ordinary least squares) linear regression, was used to confirm the bivariate analysis. Black Africans’ attitudes towards White people were strongly correlated with attitudes towards the country’s two other major racial minorities. This finding held even controlling for contact with White people as well as a range of socio-economic characteristics. The outcomes of this article invite closer examination of the factors that underlie the generality of outgroup evaluations among South Africa’s Black African majority.

Studying Positive and Negative Direct and Extended Contact: Complementing Self-Reports With Social Network Analysis

Traditionally, studies of intergroup contact have primarily relied on self-reports, which constitute a valid method for studying intergroup contact, but has limitations, especially if researchers are interested in negative or extended contact. In three studies, we apply social network analyses to generate alternative contact parameters. Studies 1 and 2 examine self-reported and network-based parameters of positive and negative contact using cross-sectional datasets ( N = 291, N = 258), indicating that both methods help explain intergroup relations. Study 3 examines positive and negative direct and extended contact using the previously validated network-based contact parameters in a large-scale, international, and longitudinal dataset ( N = 12,988), demonstrating that positive and negative direct and extended contact all uniquely predict intergroup relations (i.e., intergroup attitudes and future outgroup contact). Findings highlight the value of social network analysis for examining the full complexity of contact including positive and negative forms of direct and extended contact.

Working From Dominant Identity Positions: Reflections From “Diversity-Aware” White People About Their Cross-Race Work Relationships

This is a study of how people learn to work from dominant group identities in their cross-identity work relationships—with a focus on race. I discuss interviews with 24 “diversity-aware” White people about their experiences in cross-race work interactions in which their own and/or the other’s race becomes salient for them. Through a qualitative analysis of the interviews, I identified 10 common facilitating factors that relate to organizational and relational resources as well as self-capacities. I present a framework that highlights the interacting role of these three kinds of resources in responding to perceived barriers for cross-race engagement. Discussion of implications of these findings for individuals and organizations includes recommendations that leaders attend to organizational resources that support and enable constructive race work—including attention to the race identity development of dominant group members.

Effects of Promotion and Compunction Interventions on Real Intergroup Interactions: Promotion Helps but High Compunction Hurts

HIGHLIGHTS  We show the promotion intervention has positive effects during intergroup contact, but that high levels of compunction can have negative effects. Intergroup contact is probably the longest standing and most comprehensively researched intervention to reduce discrimination. It is also part of ordinary social experience, and a key context in which discrimination is played out. In this paper, we explore two additional interventions which are also designed to reduce discrimination, but which have not yet been applied to real intergroup interactions. The promotion intervention encourages participants to relax and enjoy an interaction, while the compunction intervention motivates participants to avoid discrimination. Across two studies, we tested the separate effects of promotion (Study 1) and then compunction (Study 2) on participants' interactions with a confederate whom they believed to have a history of schizophrenia. In Study 1, participants received either a promotion intervention to "relax and have an enjoyable dialogue" or no intervention (control; n = 67). In Study 2, participants completed a Single-Category Implicit Attitude Test before being told that they were high in prejudice (high compunction condition) or low in prejudice (low compunction condition; n = 62). Results indicated that promotion was associated with broadly positive effects: participants reported more positive experience of the interaction (enjoyment and interest in a future interaction), and more positive evaluations of their contact partner (increased friendliness and reduced stereotyping). There were no effects on participants' reported intergroup anxiety. In contrast, high compunction had broadly negative effects: participants reported more negative experiences of the interaction and more negative evaluations of their contact partner (using the same dependent measures outlined above). In addition, participants in the high compunction condition reported increased intergroup anxiety and increased self-anxiety (anxiety around thinking or doing something that is prejudiced). Participants in the high compunction condition also reported reduced expectancies of self-efficacy (i.e., they were less confident that they would be able to make a good impression).

White out of mind: Identity suppression as a coping strategy among Whites anticipating racially charged interactions

Discussing racial issues often makes Whites anxious, particularly when their conversation partners are Black. We theorized that Whites seek to avoid anxiety by suppressing thoughts of White identity prior to such interactions. In Study 1, White participants expected to discuss a race-related or nonracial topic with a Black or White partner. An Implicit Association Test (IAT) measured subsequent changes in the activation of participants’ White identities (i.e., self–White associations). The prospect of discussing race-related (vs. nonracial) topics with a Black partner reduced participants’ self–White associations, implying identity suppression. Moreover, participants’ nonverbal responses suggest that identity suppression functioned to mute participants’ anxiety. In Study 2, participants completed the identity activation measure only after learning that they would not interact with a partner. Consistent with “rebound” effects known to follow suppression, participants who previously expected to discuss a race-related topic with a Black partner showed heightened self–White associations.

Intergroup Threat and Outgroup Attitudes: A Meta-Analytic Review

This article examines the relationship between intergroup threat and negative outgroup attitudes. We first qualitatively review the intergroup threat literature, describing the shift from competing theories toward more integrated approaches, such as the integrated threat theory (ITT; W. G. Stephan & Stephan, 2000). The types of threats discussed include: realistic threat, symbolic threat, intergroup anxiety, negative stereotypes, group esteem threat, and distinctiveness threat. We then conducted a quantitative meta-analysis examining the relationships between various intergroup threats and outgroup attitudes. The meta-analysis, involving 95 samples, revealed that 5 different threat types had a positive relationship with negative outgroup attitudes. Additionally, outgroup status moderated some of these relationships. Implications and future directions are considered.

Being Seen As Individuals Versus As Group Members: Extending Research on Metaperception to Intergroup Contexts

Recent research has begun to examine people's expectations for how they are viewed in intergroup contexts, yet little work has considered how these metaperceptions relate to those that emerge in interpersonal contexts. As we extend research on metaperceptions into the intergroup realm, we must address several important conceptual issues. In this article, we provide a general overview of research on interpersonal metaperceptions, along with many factors that are likely to affect whether people think they are viewed as individuals or as group members. We also consider how metaperceptions are likely to be formed differently in interpersonal and intergroup contexts, and depending on the group membership of the perceiver We then explore the consequences of different kinds of metaperceptions for intergroup relations, and how they relate to strategies we might use to improve intergroup relations, to suggest future directions for research on metaperceptions in intergroup contexts.

Promoting the “Social” in the Examination of Social Stigmas

This review highlights the value of empirical investigations examining actual interactions that occur between stigmatizers and targets, and is intended to stimulate and help guide research of this type. We identify trends in the literature demonstrating that research studying ongoing interactions between stigmatizers and targets is relatively less common than in the past. Interactive studies are challenging, complex, and have variables that are sometimes more difficult to control; yet, they offer unique insights and significant contributions to understanding stigma-related phenomena that may not be offered in other (e.g., self-report) paradigms. This article presents a conceptual and empirical overview of stigma research, delineates the unique contributions that have been made by conducting interactive studies, and proposes what can be further learned by conducting more of such research.

Recalibrating valence-weighting tendencies as a means of reducing anticipated discomfort with an interracial interaction

We utilized a general intervention that affects (through “recalibration”) the way people generalize negative associations when evaluating objects to promote less negative expectations about an interaction with a Black Internet “chat” partner. During this intervention, participants played a game to learn which “beans” varying in shape and speckles increased or decreased their points. Participants later classified game beans and new beans as good or bad. Recalibration condition participants were told whether they classified beans correctly, thus receiving feedback regarding the appropriate weighting of resemblance to a known positive versus negative object. Control participants, who received no feedback, were more likely to classify new beans as negative than recalibration participants. Compared to control, the recalibration condition also anticipated feeling less intergroup anxiety during a chat with a Black partner (Experiments 1 and 2) and this effect was strongest among participants who reported fewer close interactions with Black people (Experiment 2).

Alignment Between Antecedents and Interventions: The Critical Role of Implicit Bias

We applaud the authors for tackling the important issue of policing and race from the unique perspective of industrial–organizational (I-O) psychology. Here, we propose a framework by which to examine the authors’ recommended interventions along the same implicit–explicit dimension employed in the focal article's conceptualization of racial bias. Mirroring current thinking within the diversity literature, the focal article notes that racial bias is “often very subtle” (Ruggs et al., 2016, p. 531) and can include “unconscious and implicit” aspects (p. 531). Extending this notion of implicit versus explicit bias to interventions themselves, we advocate for increased attention toward more implicitly focused interventions, as opposed to some of the more explicitly focused interventions suggested in the focal article. We conceptualize explicitly focused interventions as those that deal directly and openly with race, diversity, or demographic differences. Below, we discuss three potential advantages of implicitly focused interventions.

Minority Understandings of the Dynamics to Intergroup Contact Encounters: British Muslims' (Sometimes Ambivalent) Experiences of Representing Their Group to others

Much contact research overlooks how minorities understand and experience their interactions and encounters with majorities. However, there is good reason to believe that minority group members may have different understandings of such encounters. The present article seeks to address these understandings through considering the experiences of British Muslims. We explore the dynamics of Islamophobia and the potential role of contact in reducing anti-Muslim stereotyping. We then consider the importance minorities may give to the recognition of group difference and the issues this raises for successful contact (e.g., the establishment and communication of respect). In turn, we explore the issue of minority group members acting as ambassadors for their group in intergroup encounters. In particular, we consider minority group members' understandings of the pleasures and burdens associated with this role. We report qualitative data based on interviews with 28 Muslim activists. These data are analysed to explore the complexities and ambivalences involved in representing one's group to others. We highlight the importance of attending to minority group members' experiences of majority/minority power relations and suggest that minority group members may find contact encounters (broadly construed) frustrating because they are often positioned as an exemplar or representative of their group on terms that are not their own but those of the majority. We suggest that this may have implications for the degree to which minorities feel their identities are recognised and respected.

The Psychological Impact of Prejudice: Implications for Intergroup Contact

This research concerns the effects of prejudice on how members of devalued groups feel toward intergroup contact. With members of laboratory-generated groups (Study 1) and devalued ethnic groups (Study 2), two experimental studies tested the impact of exposure to prejudice on emotional states and feelings toward cross-group interactions. Results suggest that exposure to prejudice can negatively affect group members' emotional states in intergroup contexts, and can lead them to feel more negatively toward interactions with both a single, prejudiced outgroup member, and with outgroup members in general. Implications of the findings and suggested directions for future research are discussed.

An Examination of Interracial Contact:The Influence of Cross-Race Interpersonal Efficacy and Affect Regulation

The ability of employees to interact cooperatively and collaboratively is the fulcrum of competitive advantage for organizations operating in pluralistic environments. Contact theory suggests several conditions under which effective interpersonal relationships across racial, ethnic, and cultural groups may occur. Research examining the contact hypothesis has been mixed. The explanation of this inconsistency in the research generally centers on procedural rather than cognitive aspects of the interactions. This article discusses the contact hypothesis with respect to social cognitive functioning of interaction participants. We propose that positive outcomes from application of the contact hypothesis may be influenced by the individual employees' level of cross-race interpersonal efficacy and affect regulation. An investigation of the influence of cross-race interpersonal efficacy and affect regulation may lead to a more developed theoretical understanding of the variance currently associated with the application of the contact hypothesis.

The Causes and Consequences of an Avoidance-Focus for Interracial Interactions

The current work examined the causes and consequences of non-Black people’s desire to avoid interracial interactions (an avoidance-focus). Expecting to respond with racial bias in inter-racial interactions was argued to result in an avoidance-focus for such interactions, which was hypothesized to have negative implications for the quality of interracial interactions. Across three studies, feedback indicating that non-Black participants would respond with racial bias in interactions with Black people resulted in anxiety and the desire to avoid the interaction. In addition, when participants with an avoidance-focus interacted with a Black confederate (Study 2), they had shorter interactions that were rated as less pleasant by the confederate and participant as compared to those without an avoidance-focus. Avoidance-focused participants were less interested in future interactions and came across as more avoidant and biased to their partner than less avoidance-focused participants. The findings are discussed in terms of their implications for racial relations.

A Threat in the Computer: The Race Implicit Association Test as a Stereotype Threat Experience

Three experiments test whether the threat of appearing racist leads White participants to perform worse on the race Implicit Association Test (IAT) and whether self-affirmation can protect from this threat. Experiments 1 and 2 suggest that White participants show a stereotype threat effect when completing the race IAT, leading to stronger pro-White scores when the test is believed to be diagnostic of racism. This effect increases for domain-identified (highly motivated to control prejudice) participants (Experiment 2). In Experiment 3, self-affirmation inoculates participants against stereotype threat while taking the race IAT. These findings have methodological implications for use of the race IAT and theoretical implications concerning the malleability of automatic prejudice and the potential interpersonal effects of the fear of appearing racist.

Expecting To Be the Target of Prejudice: Implications for Interethnic Interactions

Two studies investigated the implications of ethnic minorities’ prejudice expectations for their affective and behavioral outcomes during interethnic interactions. In both studies, the more ethnic minorities expected Whites to be prejudiced, the more negative experiences they had during interethnic interactions. This finding held true for chronic prejudice expectations in a diary study of college roommates (Study 1) and for situationally induced prejudice expectations in a laboratory interaction (Study 2). In Study 2, the authors extended this work to examine the relationship between ethnic minorities’ prejudice expectancies and their White partners’ psychological experience during interethnic interactions. Consistent with predictions, the more ethnic minorities expected Whites to be prejudiced, the more their White partners had positive experiences during interethnic interactions. These divergent experiences of ethnic minorities and Whites have important implications for the psychological success of interactions between members of these groups.

The effects of racial attitudes on affect and engagement in racially discordant medical interactions between non-Black physicians and Black patients

The association between physicians' and patients' racial attitudes and poorer patient-physician communication in racially discordant medical interactions is well-documented. However, it is unclear how physicians' and patients' racial attitudes independently and jointly affect their behaviors during these interactions. In a secondary analysis of video-recorded medical interactions between non-Black physicians and Black patients, we examined how physicians' explicit and implicit racial bias and patients' perceived past discrimination influenced their own as well as one another's affect and level of engagement. Affect and engagement were assessed with a "thin slice" method. For physicians, the major findings were significant three-way interactions: physicians' affect and engagement were influenced by their implicit and explicit racial bias (i.e., aversive racism), but only when they interacted with patients who reported any incidence of prior discrimination. In contrast, patients' affect was influenced only by perceived discrimination. Theoretical and clinical implications of current findings are discussed.

Examining the Effects of I-Sharing for Future White-Black Interactions

Abstract. Research shows that I-sharing, or sharing subjective experiences with an outgroup member, positively shapes attitudes toward that outgroup member. We investigated whether this type of social experience would also promote a positive interracial interaction with a novel outgroup member. Results showed that White and Black participants who I-shared with a racial outgroup member (vs. I-sharing with a racial ingroup member) expressed more liking toward that outgroup member. However, I-sharing with an outgroup member did not reduce anxious behavior in a future social interaction with a novel racial outgroup member. Therefore, although sharing subjective experiences may increase liking toward one individual from a racial outgroup, it remains to be seen whether this positive experience can influence behaviors in future interactions with other racial outgroup members. Future directions are discussed.

Suspicion of Motives Predicts Minorities' Responses to Positive Feedback in Interracial Interactions

Strong social and legal norms in the United States discourage the overt expression of bias against ethnic and racial minorities, increasing the attributional ambiguity of Whites' positive behavior to ethnic minorities. Minorities who suspect that Whites' positive overtures toward minorities are motivated more by their fear of appearing racist than by egalitarian attitudes may regard positive feedback they receive from Whites as disingenuous. This may lead them to react to such feedback with feelings of uncertainty and threat. Three studies examined how suspicion of motives relates to ethnic minorities' responses to receiving positive feedback from a White peer or same-ethnicity peer (Experiment 1), to receiving feedback from a White peer that was positive or negative (Experiment 2), and to receiving positive feedback from a White peer who did or did not know their ethnicity (Experiment 3). As predicted, the more suspicious Latinas were of Whites' motives for behaving positively toward minorities in general, the more they regarded positive feedback from a White peer who knew their ethnicity as disingenuous and the more they reacted with cardiovascular reactivity characteristic of threat/avoidance, increased feelings of stress, heightened uncertainty, and decreased self-esteem. We discuss the implications for intergroup interactions of perceptions of Whites' motives for nonprejudiced behavior.

Psychotherapy and Social Change: Utilizing Principles of Cognitive-Behavioral Therapy to Help Develop New Prejudice-Reduction Interventions

We propose that key concepts from clinical psychotherapy can inform science-based initiatives aimed at building tolerance and community cohesion. Commonalities in social and clinical psychology are identified regarding (1) distorted thinking (intergroup bias and cognitive bias), (2) stress and coping (at intergroup level and intrapersonal level), and (3) anxiety (intergroup anxiety and pathological anxiety). On this basis we introduce a new cognitive-behavioral model of social change. Mental imagery is the conceptual point of synthesis, and anxiety is at the core, through which new treatment-based approaches to reducing prejudice can be developed. More generally, we argue that this integration is illustrative of broader potential for cross-disciplinary integration in the social and clinical sciences, and has the potential to open up new possibilities and opportunities for both disciplines.

Social affiliation and negative symptoms in schizophrenia: Examining the role of behavioral skills and subjective responding

Schizophrenia is characterized by profound impairment in the motivation for social affiliation. Negative symptoms are associated with such impairment but the contribution of behavioral skill deficits is unclear. In this study we utilized a novel video paradigm to assess performance-based affiliative behavioral skills in individuals with schizophrenia (N=48) and community controls (N=29). Individuals with schizophrenia displayed significant impairment in behavioral affiliative skills compared to controls; however, in response to the affiliative interaction the groups did not differ on self-reported affective responding, appraisal of the interaction partner, or desire to interact with the partner in the future. Importantly, within the patient group more severe negative symptoms (particularly those related to motivation and pleasure) were associated with poorer affiliative social skills and this relationship was independent of instrumental (non-social) skills, depression or positive symptoms. More severe negative symptoms were also associated with less positive affect in response to the interaction and less positive appraisals of the interaction partner. Self-reported social anhedonia was related to patients' diminished willingness to interact with the partner in the future. These results demonstrate that negative symptoms in schizophrenia are related to both affiliative skill deficits and less affiliative subjective responses to interaction partners.