You Just Don’t Get Us!

Abstract. Researchers have assumed that self-enhancement strivings motivate compensatory prejudice against minorities. We ask if self-verification strivings might explain compensatory prejudice more parsimoniously. Three studies tested whether receiving overly positive evaluations from outgroup members (immigrants) amplifies prejudice and discrimination against them. In Experiment 1 participants who received excessively positive evaluations from immigrants expressed less liking for them and donated less to them than those who received negative verifying feedback. Experiment 2 replicated these findings only when participants had sufficient time to reflect on the feedback. Experiment 3 indicated that diminished perceptions of being understood mediated the impact of overly positive evaluations on prejudicial reactions. These results suggest that self-verification theory offers a more parsimonious account of compensatory prejudice than self-enhancement theory.

Mismatches in Self-Reported and Meta-Perceived Ethnic Identification across the High School Years

Ethnic identification (i.e., one's self-reported ethnicity) is a social construction and therefore subject to misperceptions by others. When adolescents' self-views and others' perceptions are not aligned, adolescents may experience adjustment challenges. The present study examined mismatches between adolescents' ethnic identification (i.e., self-reported ethnicity) and meta-perceptions (i.e., what ethnicity they believed their schoolmates presumed them to be), as well as longitudinal associations between mismatches and adjustment across the high school years. Participants (M_age =14.5; 57% girls) were an ethnically diverse sample of 1151 low-income high school students who had participated in an earlier longitudinal study during middle school. Although ethnic identification was largely consistent across the high school years, many students (46%) experienced at least occasional mismatches between their self-reported ethnic identification and meta-perceptions, with students who ever identified as multiethnic experiencing more mismatches than their monoethnic counterparts. Experiencing a mismatch was associated with more depressive symptoms, physical symptoms, and lower self-worth.

Perceived Insider Status and Feedback Reactions: A Dual Path of Feedback Motivation Attribution

Many studies have evaluated how the characteristics of feedback receiver, feedback deliverer and feedback information influence psychological feedback reactions of the feedback receiver while largely neglecting that feedback intervention is a kind of social interaction process. To address this issue, this study proposes that employees’ perceived insider status (PIS), as a kind of employee-organization relationship, could also influence employees’ reactions to supervisory feedback. In particular, this study investigates the influence of PIS focusing on affective and cognitive feedback reactions, namely feedback satisfaction and feedback utility. Surveys were conducted in a machinery manufacturing company in the Guangdong province of China. Samples were collected from 192 employees. Data analysis demonstrated that PIS and feedback utility possessed a U-shaped relationship, whereas PIS and feedback satisfaction exhibited positively linear relationships. The analysis identified two kinds of mediating mechanisms related to feedback satisfaction and feedback utility. Internal feedback motivation attribution partially mediated the relationship between PIS and feedback satisfaction but failed to do the same with respect to the relationship between PIS and feedback utility. In contrast, external feedback motivation attribution partially mediated the relationship between PIS and feedback utility while failing to mediate the relationship between PIS and feedback satisfaction. Theoretical contributions and practical implications of the findings are discussed at the end of the paper.