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S L Gaertner

Publications and source records attributed to S L Gaertner.

5 recordsLinked to original sources
PubMed2000

Aversive racism and selection decisions: 1989 and 1999.

The present study investigated differences over a 10-year period in whites' self-reported racial prejudice and their bias in selection decisions involving black and white candidates for employment. We examined the hypothesis, derived from the aversive-racism framework, that although overt expressions of prejudice may decline significantly across time, subtle manifestations of bias may persist. Consistent with this hypothesis, self-reported prejudice was lower in 1998-1999 than it was in 1988-1989, and at both time periods, white participants did not discriminate against black relative to white candidates when the candidates' qualifications were clearly strong or weak, but they did discriminate when the appropriate decision was more ambiguous. Theoretical and practical implications are considered.

Adult↗
PubMed1999

Reducing intergroup bias: elements of intergroup cooperation.

The authors examined the potentially separable contributions of 2 elements of intergroup cooperation, interaction and common fate, and the processes through which they can operate. The manipulation of interaction reduced bias in evaluative ratings, which supports the idea that these components are separable, whereas the manipulation of common fate when the groups were interacting was associated with lower bias in nonverbal facial reactions in response to contributions by in-group and out-group members. Whereas interaction activated several processes that can lead to reduced bias, including decategorization, consistent with the common in-group identity model (S. L. Gaertner, J. F. Dovidio, P. A. Anastasio, B. A. Bachman, & M. C. Rust, 1993) as well as M. Hewstone and R. J. Brown's (1986) group differentiation model, the primary set of mediators involved participants' representations of the memberships as 2 subgroups within a superordinate entity.

Cognition↗
PubMed1998

Intergroup bias: status, differentiation, and a common in-group identity.

The present research examined factors that moderate and mediate the reduction of intergroup bias. Two 3-person laboratory groups, which had first worked separately on a task, were informed prior to intergroup contact that (a) the groups were equal or unequal in status based on their task performance, and (b) they had been working on the same or on different task dimensions. Consistent with M. Hewstone and R. J. Brown's (1986) mutual intergroup differentiation model, bias was eliminated when the groups' areas of expertise were differentiated and equally valued (i.e., in the equal status-different dimensions conditions). Moreover, as expected on the basis of the common in-group identity model, more inclusive group representations mediated this effect. The findings of the present research thus offer a theoretical integration that can suggest interventions to facilitate positive intergroup contact.

Adult↗